Today, the business world is faced with more diversity challenges than any other decade. This is due, in part, to social and global changes around employment and equality. Those changes range from a multi-generational and gender to ethnicity and religion. The social change I am passionate about fosters is a shift in perspective from a diversity to inclusion within the United States workforce. By focusing on inclusion, we may remove the us verse them barriers, see an increase in job satisfaction, job performance, retention and profits (Gonzalez, 2017). However, inclusion will not happen overnight nor to all groups at once. Therefore, I will have focused on gender inclusion in the workplace.
Gender inclusion is focused on equality in the workplace, an extension on the Women’s Right Movement. My theoretical approach is fostered by functionalism, where even awareness of inclusion in the workplace drives the end goals. Functionalism is based in harmony and balance and how both society and individuals seek a balance (McClelland, 2000b). As more and more women enter the workforce society looks for that harmony and balance which effects the workplace. This brings about equality in time. Today one only has to place in the search browser, salary gap, to see how functionalism is at work, as there are hundreds of articles drawing attention to the gender gap and solutions. This drives conversations and conversation helps to drive change.
The business case for gender inclusion has been demonstrated, as organizations find an increase in decision making and job satisfaction when the organization has embraced inclusion through training and leadership (Singh Deo, 2009). Before we dive into the formation of the blog it is worth noting, my social change is focused on equality and not fairness. Meaning, if women want to advance or increase salary they must have the skills to do so rather than filling a quotient. There needs to be equality in the workplace in organizational justice first, followed by inclusion. Sposato, Feeke, Anderson-Walsh & Spencer, (2015), highlight on the need for equality inclusion to help drive performance and diversity. Topic areas around equality will be focused on social justice, training and development, advancement opportunities and skills. I will also be focused on the downside of the perception of fairness resulting in promotions due to quota attainment. When equality is not present the risk of negative diversity increases (Sposito et, al., 2015).
Sposato, M., Feeke, S., Anderson-Walsh, P., & Spencer, L. (2015). Diversity, inclusion and the workplace-equality index: the ingredients for organizational success. Human Resource Management International Digest, 23(5), 16. doi:10.1108/HRMID-05-2015-0085