Assignment deals with analysis of diversity in workplaces & its changing nature emphasizing on three different articles

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Main ideas of the articles

“Uncovering Inequalities in the Modern Workplace and Empowering HR to Make a Difference”reflects a data examination from around 175,000 workers in order to understand the current state of diversity at workplaces and inclusion in the modern day work environment. Core concept indebted in this article is the prevalence of “similar-to-me” biasness in the diversity management (prnewswire.com, 2018). It has been noticed that instead of more profitable as well as productive terms, organizational HR department opt to manage workers of the same ethnicity. Despite an organizational melting pot, recruiting patterns lead to other homogeneous terms. On the other hand, this article reflects extreme inequality is a disturbing reality in some famous industries, various employers focusing on gender fluidity and others. 

On the other hand, “Diversity and Inclusion in the Law: Challenges and Initiatives” reveals that despite the developed importance on diversity and inclusion in the regulatory field around the past decade or even more, legal profession remains one of the leading diverse of any profession. As per the “American Bar Association’s National Lawyer Population Survey”, women employees only appear around 30% of the legal professions in 2007 (americanbar.org, 2018).  In 2017, this percentage has developed slightly to around 35%. On the other hand, it has been identified that there have been decades of diversity management efforts as well as researches have shown that diversity is effective for businesses. So far, gender and other diversity in partnership along with corporate leadership positions remain in low level. This leads one to wonder what specific role a lack of diversity at the higher level plays in the lack of diversity during the profession (americanbar.org, 2018). 

In “'Diversity' Is Rightly Criticized As An Empty Buzzword. So How Can We Make It Work?”, finds that while corporate odes to diversity management are of severity these days at places such as SXSW as well as fancy media conferences, these condescending statements frequently deflate back at the office (npr.org, 2018). It is easy to get execs to around workplace diversity is important as well as much difficult to find instances of success. There is a need to defining terms rather than throwing the term around. 

Future developments and trends of this area

According to Ozturk&Tatli (2016), though ethnicity and gender are constant in diversity management, companies are starting to focus in multiples areas of diversity. Current HR survey byO'Leary & Sandberg (2017), has identified that various areas companies energetically following to be more diverse. This survey has resulted factors like gender, LGBT, age and others. On the other hand, Levit (2018) has recognized that AI technology implementation for diversity will develop as AI could be programmed to evade “unconscious biases” through ignoring demographic data when sourcing employees and “screening resumes”.  In future concern on diversity will shift on candidate pool along with non-traditional credentials than traditional majors. According to Barak (2016), one of the important bottlenecks for enhancing workplace diversity has been depending on functions which sound effective on the surface but have not proven to be very efficient. Different organizations are identifying that they required to start examining their diversity initiatives by collecting the information. For instance, Airbnb’s interviews have been formerly trained to reveal commodities with employees to assist build connections. Another future perspective and trend of diversity at workplaces is effectively managing diversity to make personal accountability. One of the ways is to tie compensation to diversity as well as inclusion results, a policy only 6% of organizations they surveyed do. Efforts of standardizing the recruitment process to minimize bias at workplaces are also at the peak. 

An impact on this human resource managementarea in the future

From the above analysis and recent study of diversity in the modern health care field, it has been identified that as a manager and leader, it is essential for ensuring adjustments to the diversity of their internal staff. On the other hand, concern should be made on the current existence of racism in healthcare’s C-suite. It has been noticed that specifically, black professionals hoping to reach administrative positions in this area as well as hospital systems are habituated to keep their opinions shut at the time of managing diversity, race and inclusion. This is serious concern and should be taken care by the managers and leaders. As per the above discussion and analysis of diversity at an important part of HRM nowadays, it is essential for the higher authorities to ensure methods for reducing racism in their workplaces to reach to the productivity level that is essential for achieving profitability. Other significant aspect is that ensuring cultural diversity in health care. Leaders and managers have to understand the beliefs and values of the employees and patients who are valuable resources for the organizations. To be more specific, it could be said that adopting diversity and cultural competence in health care systems, providers can develop the entire quality of care.

Therefore, from the entire analysis on diversity management, it has been identified that, effective human resource management is not possible without investing on diversity and inclusion of legal rules related to this area. Employees are one of the valuable resource for respective organizations and cultural, ethnical, gender management will enhance their relationship with organizational authorities in future that would help in acquiring competitive advantage and workplace balance. 

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