The authors of this article explored how the culture of different states of the United States influences the decision-making of company leaders regarding the policy of diversity in enterprises. The paper argues that employers in more individualistic states have difficulty accepting diversity policies. This can often have a mistrustful impact on the company’s overall performance, and consequently, the final product attracts fewer customers, causing such companies to inevitably fail.
The authors of this study concluded that LGBT people are subject to constant discrimination and negative attitudes at work, which is why they have shallow employment prospects. A more LGBT-friendly diversity policy in companies is increasingly seen as a top priority when choosing a place to work, as such policies benefit not only staff but also the companies themselves. The authors note that this approach to management significantly increases competitive advantages and improves work efficiency.
According to Nadarajah et al. (2022), the primary value of the study is to prove that management at the highest levels should implement a diversity policy in the company because, in this way, firms can achieve greater productivity. States with a more individualistic culture should adopt a diversity policy to increase their productivity. In addition, this approach to recruitment will significantly equalize the chances of employment and help eliminate discrimination. Such changes will further lead to economic benefits for companies that have implemented diversity policies. The article says that given the current state of the debate around gender equality in the US, this study will help policymakers make decisions about diversity.
The authors remark that their research covers only the largest companies. This means that the general situation in the job market is not fully disclosed, and there is still room for further research on this issue. For example, they may relate to the size relationships of organizations and their relationship to diversity policies. In addition, it is worth exploring the aspect of diversity in developing countries because their culture is significantly different from the American one.
The article focuses on the fact that companies with a diversity policy are much more cost-effective. At the same time, there are no clear arguments in favor of such reasoning. It can be assumed that it is true, but in this case, it is not clear how the best work of such companies is achieved. If the employer, when hiring employees, is guided solely by the applicant’s qualifications, then the company’s efficiency will also be at a high level. It is possible that the authors, speaking about the best performance of companies with diversity, relied on the fact that tolerant employees are more successful because they are entirely focused on the work process instead of discussing one of the employees. From this article, one can get a lot of helpful information about the benefits of implementing a diversity policy in the workplace. An essential aspect is equal employment opportunities because the more people are involved in the work, the faster the economy will develop.
In conclusion, it can be underlined that the article correctly stated the facts about the diversity policy in states with an individualistic culture. It is also crucial that the inspection of this study in creating policies that promote diversity in the workplace can significantly improve the situation in the country. This article can be considered a successful work of the researchers since their publication may have practical applications.
Reference
Nadarajah, S., Atif, M. & Gull, A.A. (2022). State-level culture and workplace diversity policies: Evidence from US firms. Journal of Business Ethics 177, 443–462.