Introduction
Ethnic and cultural diversity is crucial in an organization’s general performance, such as promoting competitiveness and enhancing public relations. In most cases organizations that practice variety in their human resources reflect ethnic inclusivity, presenting various backgrounds and enhancing different experiences. Organizational strategies involving ethnic diversity aim at increasing the number of minority ethnic groups while ensuring inclusivity to avoid racial discrimination. This essay will explore and evaluate several corporate strategies for improving racial inclusiveness and participation in a company, with an emphasis on Blacks, Hispanics, Asians, Whites, and Native Americans.
Inclusion Programs
A good inclusion strategy should not only hire individuals from different backgrounds but also maintain the minority populations in the organization. Inclusion programs promote employee interactions and relationships regardless of age, gender, or racial background (Bernstein et al., 2020). For example, providing recreational sessions that allow different employees to showcase their talents and skills simultaneously promotes inclusivity and gaining new experiences from learning the other exhibition of skills.
Moreover, creating inclusivity programs helps identify different talents and abilities of minority populations which helps in task allocation in the various organizational departments (McCallaghan et al., 2019). Inclusivity programs effectively enhance racial diversity and inclusion because in the programs all employees participate in the activities. On the other hand, some majority groups may show hostility and dominance during the recreation programs leading to intimidation in delivering a minority population’s full potential in the recreational activities. The inclusion program is effective when more individuals from the minority population participate freely and equally in group activities and work-related projects.
Leadership Accountability
Leaders play a significant role in ensuring the smooth running of an organization internally and externally. While inclusivity programs create opportunities for racial interactions, leaders have to observe the effect of the programs in promoting inclusivity. Leaders can plan, execute, and monitor racial interaction programs (Bernstein et al., 2020). By tracking the progress, leaders can obtain the most effective methods to promote inclusivity, enabling the organization to apply them to accomplish the inclusivity mission.
Thus, by monitoring the racial interaction progress, leaders gain insight into the challenges hindering inclusivity, which helps find solutions to create a comfortable organizational atmosphere that embraces racial diversity. To ensure accountability, all leaders need to provide timely results of the program’s progress to identify the most effective strategies. Unlike inclusive programs that depend on individual efforts to enhance inclusivity, leadership accountability ensures coordination between employees and leaders to obtain the desired outcomes (McCallaghan et al., 2019). Leadership accountability is effective when an organization identifies the appropriate measures to counter the challenges hindering inclusivity.
Implicit Bias Mitigation
Implicit bias perception is when an individual fixes a negative opinion about something or a particular ethnic group unconsciously. According to Lewis and Forman (2017), everybody has some implicit bias toward certain racial groups that stem from different reasons. An organization can achieve inclusivity by eliminating the biases through education, positive interaction, and equality in recruitment and allocating administrative positions.
Like inclusive programs, eliminating bias involves sharing experiences and discussing the biases which cause discrimination to get a clear picture of the actual situation. Through sharing, individuals may change their negative perceptions creating more understanding and inclusivity (Lewis & Forman, 2017). This strategy is effective because most people discriminate against a specific race due to misconceptions, whereas clearing the misunderstanding brings acceptability. Equality boosts people’s confidence in minority groups as they feel at the same level as the majority groups (Grad, 2020). This strategy is effective if an organization considers more people from minority groups in higher managerial positions.
Conclusion
In conclusion, the strategies above use the simplest ways to accomplish inclusivity in an organization and gain valuable skills and experiences from the racially diverse organizational setting. Implementing the techniques is advantageous to organizations aiming at having a competitive workforce for efficient productivity. In comparison, inclusive programs provide a platform for individual interactions, and a leadership accountability strategy controls and monitors the interactions to obtain the most practical ways of ensuring inclusivity. Through monitoring, leaders identify talents and skills, enabling the equal allocation of tasks and administrative positions, including individuals from minority populations.
References
Bernstein, R. S., Morgan, B., Salipante, P., & Weisinger, J. Y. (2020). From diversity to inclusion to equity: A theory of generative interactions: JBE. Journal of Business Ethics, 167(3), 395-410. Web.
Grad, R. J. (2020). Applying best practices to optimize racial and ethnic diversity on nonprofit boards: An improvement study. Web.
Lewis, A., & Forman, T. (2017). Race, ethnicity and disciplinary divides: What is the path forward?. Ethnic and Racial Studies, 40(13), 2218-2225. Web.
McCallaghan, S., Jackson, L., & Heyns, M. (2019). Exploring organizational diversity climate with associated antecedents and employee outcomes. SA Journal of Industrial Psychology, 45. Web.