Business Unfairness Regarding a Diversity Hiring Initiative Discussion – Description
discussion question
If a subordinate came to you and said that he or she felt the company’s new diversity hiring initiative was unfair and would compromise his or her well-deserved opportunities for advancement, how would you respond?
Just one question but need to do three steps
1- answer the main discussion question
2- give two explanations of answers
3- need two reply students
Students one
Responding with empathy, understanding, and honest communication is crucial when a subordinate is concerned about the business’s new diversity hiring policy. This situation can be managed by addressing the subordinate’s concerns through open discussion and letting them openly express their feelings and views; it should be listening actively by keeping eye contact, paying their full attention, and avoiding interrupting them. This shows caring about hearing their thoughts and being curious about their perspective (Thompson & Davis, 2017). It is important to acknowledge their feelings once they have shared their concerns by expressing understanding of their concerns and respecting their feelings; for instance, it can say that “it is understandable for you to worry about how the company’s new diversity recruiting policy would affect your career ambitions” (Smith & Johnson, 2021).
On the other hand, a manager has to explain to employees the business’s justification for the diversity hiring initiative to clarify the initiative’s goal. Emphasize how it aims to create a more diverse and inclusive workplace, which can result in several positive effects, such as more creativity, better decision-making, and better problem-solving (Johnson & Thomas, 2021). Moreover, a manager can provide any instances or case studies demonstrating the beneficial effects of diversity in the workplace. Highlight how the effort is intended to increase the number of talented people in the workforce and to provide employees with an equal opportunity to succeed based on their abilities, qualifications, and achievements. Also, reassure the subordinates that the company will continue to value and reward their efforts. Clarify that the diversity plan does not mean undermining anyone’s well-deserved opportunities for success and development; this helps to reassure employees of their opportunities. Based on the opportunities fairness principle and while diversity is actively applied, it is essential to highlight that growth opportunities will still be awarded to those who show the most potential based on their performance and qualifications (Chang & Chen, 2019).
Moreover, it can invite the subordinates to participate in a fruitful discussion regarding the diversity hiring strategy and explore their opinions and suggestions on how the business might successfully balance diversity and individual progress. Also, encourage them to participate in events focusing on inclusion and diversity. This enables them to have input and ensure their concerns will be acknowledged and considered. Additionally, allow employees to learn more about inclusion and diversity by giving them access to relevant materials and training. It can provide them with resources such as articles, books, or training courses highlighting diversity’s workplace benefits. Also, encourage them to learn more about the advantages of diversity and how it supports success and creativity (Smith & Johnson, 2018). One strategy that can be utilized to promote diversity awareness and inclusion is reciprocal mentoring that links diverse junior employees with senior employees to provide both people the chance to learn more about another group. Some businesses use mentoring programs, networking events, and professional development opportunities to encourage diversity within their workforce (Thompson & Brown, 2021).
In conclusion, consistent efforts and honest discussion are necessary to build a diverse and positive workplace. A culture where everyone feels respected and supported can be fostered by responding to subordinates’ concerns with empathy, providing awareness, and allowing them to get involved
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