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Nowadays, discrimination against various groups of people remains a substantial issue in the context of workplace and organizational management. Although many businesses develop codes of ethics and pursue the enhancement of their corporate behavior, discrimination continues to contribute to persistent poverty in affected groups. However, many organizations recognize the value of diversity as it improves business performance, flexibility, and adaptability in a changing environment (Black et al. 2019, Chapter 5). While discrimination remains contributing to persistent poverty, organizations may benefit from blind hiring, an inclusive and accepting culture, and visible leadership to ensure efficient diversity management on a long-term basis.
Discrimination appears as an underlying feature of persistent poverty because affected individuals begin their careers with the point under their real value and are challenged to receive further raises or promotions. Importantly, the prejudiced attitudes towards the minorities create obstacles for their employment (Black et al. 2019, Chapter 5). As a result, many individuals would consider less ambitious job options with lower pay because of the risk of being discriminated against while applying for a high-value vacancy. The employers may also intentionally offer less-off vacancies based on their prejudices. Hence, many women, as well as people with disabilities or ones who belong to sex minorities, take jobs that are underpaid compared to their qualifications. It is harder for them to receive a better-paid offer because their growth is estimated from the level where their actual value is depreciated. In addition, people who experience discrimination might develop a perception of themselves as ones who cannot request for a more fulfilling position. Therefore, discrimination based on sex, sexual orientation, and disability contributes to persistent poverty in the affected groups.
In order to create and manage a diverse organizational environment, companies should acquire blind hiring, build inclusive and accepting culture, and encourage visible leadership. Blind hiring is a method that suggests choosing candidates without having information that can indicate their sex, race, age, or health conditions (Black et al. 2019, Chapter 5). Accordingly, a hiring manager would consider one’s qualifications and experience without imposing prejudices on a person. This method is beneficial for conquering discrimination and training organizational management to focus on an employee’s value in a long-term perspective.
Furthermore, organizations should improve their culture by acquiring the values of inclusion and acceptance in everyday practice. Education and training on inclusion can positively influence the overall team microclimate and relationships between colleagues (Black et al. 2019, Chapter 5). Since a lack of knowledge against certain prejudice nourishes discrimination, organizations can conduct training to help their employees understand the challenges the affected groups face, thus creating a more accepting environment in a long-term perspective. Therefore, inclusive culture contributes to maintaining a diverse team of individuals with different backgrounds.
Moreover, visible leadership is significant for an organization’s success in managing diversity. Visible leadership suggests that individuals in leading roles should acclaim different ideas and suggestions, contributing to an open and accepting environment (Black et al. 2019, Chapter 5). Leaders should give equal attention to various employees and encourage discussions when there is no unity concerning some question or issue (Black et al. 2019, Chapter 5). Therefore, visible leadership expands on the diversity value to the work process and everyday interactions and creates a long-lasting practice of diversity recognition.
In conclusion, discrimination remains a significant challenge that contributes to persistent poverty and affects the health of the organizational culture. Such methods as blind hiring, inclusive culture, and visible leadership can help organizations improve and maintain diversity in their teams. Eventually, by bringing the value of diversity into practice and providing fair opportunities for all individuals, companies can contribute to the reduction of persistent poverty within society.
Reference
Black, J.S., Bright, D.S., Gardner, D.J., Hartmann, E., Lambert, J., Leduc, L.M., Leopold, J., O’Rourke, J.S., Pierce, J. L., Steers, R.M., Terjesen, S. Weiss, J. (2019). Organizational behavior. Openstax.
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