Chat with us, powered by LiveChat Diversity has many advantages and disadvantages within an organization. In regards to gender identity and embracing diversity in the workplace, do you consider yourself an accepting - Wridemy Essaydoers

Diversity has many advantages and disadvantages within an organization. In regards to gender identity and embracing diversity in the workplace, do you consider yourself an accepting

  Diversity has many advantages and disadvantages within an organization. In regards to gender identity and embracing diversity in the workplace, do you consider yourself an accepting person? How important is it to you to accept diversity? Remember that there are no right or wrong answers; this is simply a reflection.

Unit Lesson

Religion, Sexual Orientation, and Gender Identity The impact that we have on society begins with a personal decision. Our convictions will play out due to our thinking and then our actions. Our upbringing has a powerful impact on our experience, our learning, and our interpretation or perspective of the world around us. If an individual grows up in a rural setting, away from metropolitan life, his or her perspective of the world will be very different than the individual who grows up in the cosmopolitan life of a large city and all that it entails. Human nature is resistant to change. How individuals view change or that which is different from what they know will have a strong influence on their perspective and adaptation. The individual who grew up in a community of like-minded people will struggle to assimilate to those of a different mind, background, and perceived belief system. The individual who grew up in a community of many blended cultures and backgrounds may integrate many various characteristics, traits, and intuitions because he or she was not isolated to a single culture. New cultures and belief systems will be more readily integrated for the individual who is exposed to many cultures (Bell, 2017). This background provides a foundation for accommodating change more readily. Names like Gandhi, King, and Parks (in addition to Shepard, Jenner, and a myriad of others whose names may be lesser known) have stood to be counted as being true to themselves by standing up and stepping out. These are the difference makers who change the way we think. These are the influencers who hold a less conventional perspective of what they believe should be. Diversity under these auspices means opening our minds, our hearts, and our perspectives. If we have a limited perspective and we have been taught to believe one way, a new perspective being presented to us will challenge our beliefs and values. While religious or cultural perspectives are often more prevalent in different regions of the world, some are more accepted in certain areas of the world than others. If we are raised in a Jewish or Christian heritage, often the Hindu or Muslim religions will be very foreign to us. In the United States, we may be brought up under certain religious beliefs and values. These may stem from many religions or no religion at all. Events in recent years have increasingly brought these various perspectives to light. The issues of Christians protesting at military funerals and Muslims declaring jihad are issues we observe on a regular basis. We have seen religion-based attacks on Jews, Christians, and Muslims. There is value in also considering the impact that social media and Internet coverage provide to allow us to encounter these events in near-real time. A bombing or execution can go viral very quickly. One religion denouncing another religion, bombing people and communities because of conflicting beliefs, and making religious or political statements through vicious attacks are issues we are surrounded by in society. We hear of covert military operations, media fire as verbal attacks, and belittling or sarcastic or even violent verbal responses by people in leadership positions. These elements have a heavy impact on the world scene and how we take in information about people, cultures, and communities as well as religion and our belief systems (King et al., 2009). Our values, ethics, and thought processes take in this information. How we process this new information will be compared and assimilated with our established beliefs, then synthesized to become a part of how we react. If we do not take the time to further analyze the information we are receiving, we may gain a jaded perspective based on what, when, where, and how we received the information. The individual who listens to a news report filled with soundbites, not getting the full story, will gain a skewed interpretation of the events that have occurred. The individual may not have enough information to adequately balance his or her perspective in a comprehensive approach. Society continues to change. As technology has opened new opportunities, it has also allowed a broader knowledge of different societies around the globe. Philosophy, behaviors, and values that in some cultures would be ill-considered are widely accepted and vice versa. Dress, language, and interaction by males and females in different settings across cultures vary significantly. When we consider the leading religions of the world and the traditions of these religions, we begin to see the similarities as well as the differences. As there is integration, accommodation, and synthesis of these perspectives, a new degree of acceptance is required for continued progress of how society evolves. The way business is done also changes in respect to external and internal forces. Not only are there the religious and cultural differences in respect to nationality, tradition, and position, but also new perspectives as to gender and sexual orientation in the workplace as well as in society. Adaptation and learning take on a new component. Sexual orientation and integration of gender roles in the workplace or organizational culture are not a new paradigm. Organizations are facing new challenges in adapting to new legislation and changes in societal acceptance of the lesbian, gay, bisexual, and transgender (LGBT) community. Gender roles of males and females have brought their own challenges over the past 70 years since WWII. The roles in the workplace were more gender specific in the 1940s. Currently, however, gender roles are no longer limited to traditional male and female roles. Society and the workplace have heterosexual, lesbian, gay, bisexual, and transgender. These roles have taken on a new look, a new meaning, and a new place in the work environment. An organization’s position can have a strong impact on how individuals who identify in these roles are understood or treated. Organizations offer training on understanding roles. Animosity towards particular roles and how they fit within the individual or organizational culture is a shifting paradigm. There will be individuals who will be more accepting, adapting to the roles and the work the identified individuals provide. Other individuals may be less accepting, thus creating a stigma or conflict in the team and organization. How an organization chooses to address these issues will carry with it a strong message from all levels within the organization (Bell, 2017). The corporate office in a large metropolitan city may have a very open and accepting organizational environment. The remote office in more rural settings may have a very different perspective towards individuals who are perceived as different from the norm. Inclusion, acceptance, and assimilation are necessary to develop an effective team. Communication of styles, approach, and the ensuing challenges are necessary for an open dialogue to occur. Breakdowns in these areas lead to misunderstanding, segregation, and separation of teams, which, in turn, causes division, loss of productivity, and resources. Results will be diminished. Training is key, and gaining knowledge and insight is critical—not to judge but to become informed. Asking questions, engaging, and interacting are all part of building the dynamics within the teams and the organization. A shift is continuing to take place as we see more legislation and advocacy for LGBT lifestyles (Herek, 1993). Bell (2017) addresses how relationships are displayed in the workplace, whether casual, personal, or professional. At an after-hours office event, an individual may consider a same-sex couple to be flaunting their lifestyle by coming together or bringing their partner. The mind shift occurs when we ask how is this different from the employee who brings his or her heterosexual partner? The employee is bringing the person he or she values and is committed to in a present relationship. Organizations today focus on projects and teams. The use of affirmative action is less legislative today than 30 years ago. Today’s broad range of potential job candidates transcends color and gender as was considered the case a few decades ago. As society has evolved, diversity now includes gender, race, and orientation. Diversity also entails ethnicity, religion, and beliefs. What and how an individual believes should not negatively impact his or her ability to conduct work or affect how he or she is accepted as a team member (Bell, 2017). The formation of the team should include requesting information regarding recognition of religious or cultural holidays (e.g., Christmas, Ramadan, and Passover). Understanding of the culture and beliefs will impact worker gatherings. Accommodations for religious beliefs may include prayer times and practices in the workplace. All of these things are to be addressed by employers in policy and practice. Assessment and management of any type of discrimination is to be treated as possible harassment and requires investigation and acceptable, consistent actions. The same holds true based on gender and orientation. Diversity has continued to evolve, and no matter how we celebrate diversity, the paradigms are changing. Assimilation and adaptation are necessary. There is a natural tendency to be acknowledged and accepted for who and what we identify as. New trends and thereby new understandings are presented consistently. How we choose to address these issues will have a powerful impact on society, community, and the workplace.


Bell, M. P. (2017). Diversity in organizations (3rd ed.). Cengage Learning.

Herek, G. M. (1993). The context of anti-gay violence: Notes on cultural and psychological heterosexism. In L. D. Garnets, & D. C. Kimmel (Eds.), Psychological perspectives in lesbian and gay male experiences (pp. 89-107). Columbia University Press.

King, J. E., Bell, M. P., & Lawrence, E. (2009). Religion as an aspect of workplace diversity: An examination of the US context and a call for international research. Journal of Management, Spirituality & Religion, 6(1), 43–57.

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