Diversity in the workplace is an immense and challenging idea. Diversity quite simply means, to have a variety. To apply diversity to the workplace would be to have a variety of people with different races, ethnicities, genders, and sexualities. In the articles “How Diversity Makes Us Smarter” by Katherine W. Phillips and “Diversity Doesn’t Stick Without Inclusion” by Laura Sherbin and Ripa Rashid, we are given the advantages of diversity and also reminded that inclusion is critical with diversity. These ideas are important because diversity allows for an assortment of ideas and thoughts while inclusion ensures the potential of a diverse workplace.
Katherine W. Phillip’s “How Diversity Makes Us Smarter” focuses on the advantages of diversity. While some might think that these points may seem obvious, she provides research and studies to support her opinions. Phillip’s states that creativity and innovation are best met in a diverse environment. This paper is divided into subtopics of information and innovation, how diversity provokes thought, & the power of anticipation, each furthering her support of diversity in the workplace.
To begin the topic of information and innovation, Phillip’s promotes the importance of understanding informational diversity. This idea most simply stated is that with a range of people, differing ideas will surface, ultimately generating more information. When a crowd of different backgrounds, different experiences, and different belief and moral systems come together to solve a single problem, it is likely you will get varying solutions. While this may lead to conflict over approval of one unified idea, it forces an individual to open their mind to ideas they may not have thought of themselves. In Katherine Phillip’s subtopic about diversity provoking thought, she mentions a study where groups were put together to solve a murder case and “the groups with racial diversity significantly outperformed the groups with no racial diversity. Being with similar others leads us to think we all hold the same information and share the same perspective.”. When around different minds, we are forced to think broader and harder. This scenario may be viewed as difficult but because of diversity, it is provoking more thought, causing a positive outcome. Through “the power of anticipation”, Phillip’s states “adding social diversity to a group makes people believe that differences of perspective might exist among them and that belief makes people change their behavior.” To further explain this, she most basically means that just being in a diverse environment makes you subconsciously anticipate possible challenges and beliefs, causing you to think outside of your comfort zone. Phillip’s goal of the article is to accomplish providing research to support the advantages of diversity. By explaining how information and innovation, how diversity provokes thought, and the power of anticipation, the importance of diversity in the workplace is reinforced. Laura Sherbin and Ripa Rashid’s shared article “Diversity Doesn’t Stick Without Inclusion” mentions the importance of diversity but focuses primarily on inclusion. Diversity without inclusion will never amount to it’s full potential. This article, first, presents the problem, supplies the facts, then concludes with solutions to work inclusion into the workplace. Sherbin and Rashid start the article by stating that “‘diversity’ and ‘inclusion’ are so often lumped together that they’re assumed to be the same thing. But that’s just not the case.” Both authors are clearly in support of diversity but quickly draw attention to inclusion. Inferring from this article, the authors think that diversity is next to nothing if people do not feel included and can actually live up to the potential that is expected. To support this statement, a statistic is shown stating “Our research on sponsorship and multicultural professionals, for example, shows that although 41% of senior-level African-Americans, 20% of senior-level Asians, and 18% of senior-level Hispanics …show more content…
Each article highlights the benefit of diversity, however, the difference comes from the way or why diversity should be implemented in the workplace. Phillips presented research data of intellect growth from a range of universities. While Sherbin and Rashid showed that diversity could not take place if people didn’t feel included in the first place. Even though the authors take different routes to make diversity in the workplace better, a company must use take the differences in both articles if they truly want a successful, diverse,
Katherine W. Phillip’s “How Diversity Makes Us Smarter” focuses on the advantages of diversity. While some might think that these points may seem obvious, she provides research and studies to support her opinions. Phillip’s states that creativity and innovation are best met in a diverse environment. This paper is divided into subtopics of information and innovation, how diversity provokes thought, & the power of anticipation, each furthering her support of diversity in the workplace.
To begin the topic of information and innovation, Phillip’s promotes the importance of understanding informational diversity. This idea most simply stated is that with a range of people, differing ideas will surface, ultimately generating more information. When a crowd of different backgrounds, different experiences, and different belief and moral systems come together to solve a single problem, it is likely you will get varying solutions. While this may lead to conflict over approval of one unified idea, it forces an individual to open their mind to ideas they may not have thought of themselves. In Katherine Phillip’s subtopic about diversity provoking thought, she mentions a study where groups were put together to solve a murder case and “the groups with racial diversity significantly outperformed the groups with no racial diversity. Being with similar others leads us to think we all hold the same information and share the same perspective.”. When around different minds, we are forced to think broader and harder. This scenario may be viewed as difficult but because of diversity, it is provoking more thought, causing a positive outcome. Through “the power of anticipation”, Phillip’s states “adding social diversity to a group makes people believe that differences of perspective might exist among them and that belief makes people change their behavior.” To further explain this, she most basically means that just being in a diverse environment makes you subconsciously anticipate possible challenges and beliefs, causing you to think outside of your comfort zone. Phillip’s goal of the article is to accomplish providing research to support the advantages of diversity. By explaining how information and innovation, how diversity provokes thought, and the power of anticipation, the importance of diversity in the workplace is reinforced. Laura Sherbin and Ripa Rashid’s shared article “Diversity Doesn’t Stick Without Inclusion” mentions the importance of diversity but focuses primarily on inclusion. Diversity without inclusion will never amount to it’s full potential. This article, first, presents the problem, supplies the facts, then concludes with solutions to work inclusion into the workplace. Sherbin and Rashid start the article by stating that “‘diversity’ and ‘inclusion’ are so often lumped together that they’re assumed to be the same thing. But that’s just not the case.” Both authors are clearly in support of diversity but quickly draw attention to inclusion. Inferring from this article, the authors think that diversity is next to nothing if people do not feel included and can actually live up to the potential that is expected. To support this statement, a statistic is shown stating “Our research on sponsorship and multicultural professionals, for example, shows that although 41% of senior-level African-Americans, 20% of senior-level Asians, and 18% of senior-level Hispanics …show more content…
Each article highlights the benefit of diversity, however, the difference comes from the way or why diversity should be implemented in the workplace. Phillips presented research data of intellect growth from a range of universities. While Sherbin and Rashid showed that diversity could not take place if people didn’t feel included in the first place. Even though the authors take different routes to make diversity in the workplace better, a company must use take the differences in both articles if they truly want a successful, diverse,