Diversity at Workplace

The origins of organised racism date from the very beginning of civilization. Over time, people have been coerced to accept the conditionality and subjectivity of racism in their day-to-day lives. The systematic segregation of man on the basis of colour and race was thought to be able to raise the bar of particular social groups. However this notion, even though still widely pervasive, is false and dangerously divisive. Organizations which are more likely to do well in today’s global economy emphasize on having a highly diversified workforce and their talent management strategies are greatly influenced by diversity and inclusion goals. Many of the organizations making up the other end of the spectrum too want to diversify their workforce but are apprehensive about a supposed reduction in standards which may arise hence.

As the entire global corporate world has finally joined hands to revolutionize work through digitalization, one of the ensuing agendas on their to-do-list is to reduce whatever racism and discrimination is left from the past. In many cases, organizations have made big commitments to reduce employee bias and prejudice from within. Even then, there are worrisome matters like flawed narratives that companies make use of while approaching inclusion. A major point in context is the labelling of diversity efforts as some kind of charity or a desirable yet forced compulsion, which can only accentuate the already-present divisions between the employees. Addressing someone as a “diversity hire” is sure to undermine one’s role and contributions in the organization and also give the impression that standards were lowered to recruit them.

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