The United States is considered the melting pot of the world as it is the richest in diverse cultures; however, in our workplaces today there is still an inequality of gender, race, and of several other diversity dimensions. As an example, there have been multiple reports in our recent news of sexual harassment of women and it is shocking that women, in today’s world, still feel compelled to keep quiet and don’t realize their own value and their right to not only say “no”, but to have the confidence to report the incidences in order to stop this continued behavior. It is also shocking to me that this type of behavior still exists. Why can we, an as American People, not make progress towards equality? Harassment is not equality; it isn’t
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There are two schools of thought on ethical rightness and wrongness. One school argues that ethical norms are a product of time and place: the culture and the historical setting. The other school argues that if that were the case, then what the Nazis did was o.k. in their Nazi society (Macklin, 1999). Making ethical judgements or decisions really boils down to a fundamental belief of the golden rule: Do to others as you would have them do to you. Don’t lie if you don’t want to be lied to; don’t harass if you don’t want to be harassed; don’t cheat if you don’t want to be cheated; don’t exclude others if you don’t want to feel excluded. Based on this fundamental, it is easy to see that ethical behavior would have a blind eye to diversity dimensions. Many companies now have Chief Diversity Officers to guide their efforts in fostering diversity not only with their employees, but with customers and vendors. With the changing demographics of the United States, it is imperative that employees from different backgrounds and experiences are engaged to lead companies in the direction of the needs of the current consumers of their goods. If companies, as well as society, lived by the golden rule, then everyone, every single person, would feel valued and
There are two schools of thought on ethical rightness and wrongness. One school argues that ethical norms are a product of time and place: the culture and the historical setting. The other school argues that if that were the case, then what the Nazis did was o.k. in their Nazi society (Macklin, 1999). Making ethical judgements or decisions really boils down to a fundamental belief of the golden rule: Do to others as you would have them do to you. Don’t lie if you don’t want to be lied to; don’t harass if you don’t want to be harassed; don’t cheat if you don’t want to be cheated; don’t exclude others if you don’t want to feel excluded. Based on this fundamental, it is easy to see that ethical behavior would have a blind eye to diversity dimensions. Many companies now have Chief Diversity Officers to guide their efforts in fostering diversity not only with their employees, but with customers and vendors. With the changing demographics of the United States, it is imperative that employees from different backgrounds and experiences are engaged to lead companies in the direction of the needs of the current consumers of their goods. If companies, as well as society, lived by the golden rule, then everyone, every single person, would feel valued and