Introduction
Nowadays, workplace diversity is a hot topic. This is a problem because a lack of diversity in corporations can lead to inequality and discrimination in and out of the workplace. While some people say affirmative action is necessary to improve diversity, others argue that hiring different people with different experiences and cultural backgrounds won’t make a difference. Affirmative action measures may have some benefits, but they will not be very successful and will not produce the changes employers expect.
Ineffectiveness of Affirmative Action
One of the reasons I don’t think these kinds of implementations will change the workplace is that they can be seen as negative not only for people who fall under the “diversity” category, but also for ordinary people in the company. For example, according to the article Beyond the Pail: Race in Silicon Valley, affirmative action has been criticized for favoring certain groups based on race and ethnicity (Beyond the pale, 2020).
As a result, people can actively feel the pressure from their own background and understand why changes are needed and where they should be applied. As a result, this raises concerns about activists’ motivations. Anxiety undermines the confidence and professionalism of people who believe they have been promoted based on their interests or the color of their skin. Thus, affirmative action does not promote workplace diversity. Therefore, this problem cannot be solved with more “positive” competition.
Another reason affirmative action is not always the best solution for improving workplace diversity is that it does not address or change the causes of inequality. Even if companies take active steps to increase diversity and include different people, these steps do not change the status quo of inequality. For example, affirmative action measures increase the number of minority employees in a company.
However, this does not address the systemic barriers that prevent these employees from advancing their careers or accessing the same opportunities as their white counterparts (Beyond the pale, 2020). This means that Affirmative Action measures may not be effective in addressing the discrimination problem and shows that the main issue has not yet been solved. Therefore, I think this can only make the already serious problem of workplace injustice even worse.
Some say affirmative action is needed to level the playing field for historically disadvantaged groups. The changes in Silicon Valley are cited as an example, and are therefore believed to help reduce discrimination in other sectors as well. However, looking at the situation there, you can see that changes were taking place. Still, it often did not change the situation, and in some cases, it could even lead to greater misunderstandings (Beyond the Pail, 2020). His thesis is somewhat valid; However, I do not agree because positive actions have been taken as various people have been able to get jobs.
However, this has remained a situation of inequality and discrimination, requiring greater changes in the company’s culture and training. For example, although the technology industry in Silicon Valley tends to have a more diverse workforce, there still needs to be clear internal training on how to implement diversity. In addition, management positions still needed to be revised, which could often demotivate people or suggest that the changes had little impact at higher levels of the company. This means that while affirmative action may have some benefits, it is not the most effective solution to improving diversity in the company.
Conclusion
In conclusion, while some affirmative action may be effective in promoting workplace diversity, it could be more effective at addressing the root causes of inequality. I believe a more comprehensive approach must be taken to address systemic barriers that have historically prevented disadvantaged groups from accessing the same opportunities as their white peers. This could include increasing access to education and training programs, implementing policies that promote diversity and inclusion, and holding companies accountable for their hiring and promotion practices. This is important because addressing inequality can create a more equitable and inclusive workplace for people of all races and ethnicities.
Reference
Beyond the pale, Will Silicon Valley face up to its diversity problem? (2020). World Banks Network | News.