ktmeng/mec huggingface dataset:
Topic: diversity

This would serve to support the opposing viewpoint which I intend to refute. To counter that, I will analyze how social pressures and influences play an even more significant role. Some sources that support my claim include “Why Are Some STEM Fields More Gender Balanced Than Others?” by Sapna Cheryan and “An Impassioned Call to Action for Gender Equity in STEM” by Linda Sax which examine some of the factors that contribute to the gender gap based on studies. “Gender Equality in Preschool STEM Programs as a Factor Determining Russia’s Successful Technological Development” by O.B. Savinskaya is a source from the Russian Education & Society journal that provides a real-life example that has already proven my claim to be correct. To find these sources, I used the Lied Library’s databases focusing on the keywords “gender” and “STEM” which brought up a wide variety of results. My biggest challenge regarding these sources was narrowing them down to those which focused specifically on the causes of the disparity rather than simply statistics of it or personal experiences. Some of the material was also rather complicated to understand which further narrowed the sources I could use. I have already found some helpful sources, but I could still use more and may need to do some further analysis of the ones I have. As I write my paper, the need may also arise to do deeper research on some subtopics within my main focus. Marinara Murguia
Topic: diversity

Psychological Bulletin is an academic peer-reviewed journal that publishes research reviews and interpretations ofocauseof caus works in the field of scientific psychology. Three of the authors work in the department of psychology at the University of Washington and the other in the department of psychology at Ohio State. This makes it an incredibly reliable and also extremely helpful source. The journal article is fairly lengthy, but it focuses on breaking down the different fields with STEM and addressing the differences in diversity within some of the major disciplines. It places a keen interest on the lack of women in computer science, engineering, and physics by examining what are considered to be the most common reasons for the disparity. This includes some of the stereotypes of male dominance within them. In regards to the focus of my paper, this will likely be the most useful source, as it examines exactly what I intend to address: the factors that contribute to the gender gap in STEM. It not only gives examples, but this source includes a multitude of facts and statistics that will make it much easier to support my claims.
Topic: diversity

Psychology Today is a magazine that publishes articles researched and written by renowned psychologists and other professionals. The author, Gregory Jantz, has appeared numerous times as a consultant on news networks and has also been interviewed by newspaper publishers. While not as scholarly as some of the other sources, it is still reliable and provides a lot of insightful information. This article briefly explains some of the differences between the male and female brains while focusing on four main categories: processing, chemistry, structure, and activity. Jantz describes the differences in the use of gray matter vs white matter for processing, chemical differences between the sexes, structural variations such as the hippocampus and verbal centers, and emotional differences due to blood flow. Despite these being only a few of many biological differences, Jantz concludes that neither is better or worse because both sides have their advantages and disadvantages. This source is useful for my counterclaim which focuses on biological factors that would make one gender better suited for a job than the other. It supports my claim that these differences are not a direct causation of the lack of diversity within STEM fields.
Topic: diversity

Russian Education & Science is a Russian academic journal that focuses on different levels of education as well as their relation to family life, religion, culture, and behavioral and health problems. The work that is selected for translation in the journal is professional literature on the subjects, so they would be considered credible sources. In this particular article, Savinskaya chooses to focus on children’s early developmental years and how they affect later participation in STEM programs. He addresses the importance of teaching children about STEM, but also acknowledges the “hidden curriculum” that exists because of gender bias. He then emphasizes the need to not simply treat all students equally regardless of gender, but to adjust teaching styles by taking into account the needs of each gender. Thus it is important to acknowledge these “gender roles” to bridge the gap that exists. This article fits with another one of my sources by highlighting the difference between equality and equity. It supports my idea that to make a change, we must first acknowledge what it is that needs to be changed instead of acting like it never existed.
Topic: diversity

Sex Roles: A Journal of Research, which reports from a feminist perspective, is an academic science journal that focuses on issues involving gender and its impact on other aspects of people’s lives. The author of the article, Linda Sax, is a professor in the Graduate School of Education & Information Studies at UCLA. She has published several articles revolving around gender, STEM, and their progression, this being only one of many. Since it is one of her main areas of study, she would be considered a reliable source on the issue. This article in particular was published in 2013 meaning it would not be considered “new,” but in the context of the topic, it is still applicable and reliable. The journal’s and the author’s perspectives both align with my own which I can use to support my claims. However, since it is a book review, it does not have many facts or statistics, but it does provide different focuses that can help me organize my argument and paper as a whole. For example, Sax discusses the necessity to inspect STEM fields separately rather than as one big whole, the positives and negatives of male mentorships, women in leadership positions within the field, and the gender disproportion in patenting.
Topic: diversity

Frontiers in Marine Science is an open-access academic publisher that posts peer-reviewed articles on its website. This specific article as a source would be incredibly reliable and insightful as the information provided came from a focus group of women at a biology conference. That means they have personally faced discrimination and can testify to the best solutions. The purpose of the article itself is to identify gender-based problems at STEM conferences and propose solutions to those problems. The introduction provides various useful statistics concerning the percentages of women in STEM jobs, research positions, and conferences while also emphasizing the need for equity rather than equality. The authors then list the ten solutions they have come up with based on discussions from diversity focus groups. These include codes of conduct, safety officers, honor pledges, mentorship programs, focus groups, rewards for diversity programming, childcare, travel grants, badges, and a randomized program. While, at the moment, I do not intend to focus on proposing solutions to gender inequality, this article emphasizes how unwelcome and unsafe women feel in their STEM fields. This not only reflects society’s views on the matter though they may not be deliberate, it gives another reason that women may but put off by a career that they do not feel welcome in.
Topic: diversity

“Hunting with Falcons” is a painting made by Korean artist Kim Hong-do. The painting is made with ink on silk and depicts falconry, a popular sport for upper class Koreans during the period . “A Birthday Painting” was made by Chinese artist Shen Quan as a birthday present and depicts deer in the wild and incorporates many Chinese symbols of prosperity. This paining is also ink on silk and may seem identical to the Korean made “Hunting with Falcons” however, distinct cultural aspects can be identified in the two art works.
Topic: diversity

A major constraint for artists in Asia, especially in the past, is that social roles greatly impede and discourage people of lower status from creating meaningful or unique art, as they are looked down upon. This is reflected in the homogeneity of art work in Asian cultures, where conformity is favored. Albeit, artists of lower status in the United States, namely minorities, have also faced a lot of adversity when trying to create art and getting recognized for it. In fact, I have learned of numerous minority artists that recognize their constraints and have not only become activists for equality, but also role models for other members of their community.
Topic: diversity

Racial discrimination has always been a prominent issue in America and it has been even more prevalent in the artistic and musical realm. While racial issues and injustices have died down in the musical world since the 1920s, it is very important to recall the struggles that many jazz artists faced during their career due to the color of their skin, and the ways in which some jazz artists tackled these racial issues. One important jazz figure whose career demonstrates how many artists would tackle these injustices is Benny Goodman.
Topic: diversity

Fletcher Henderson was a very successful commercial jazz artist in the 1920s. He was a pianist, arranger, composer, and bandleader and was an important figure in the production of big jazz bands and swing music which ultimately made him the uncrowned king of swing (NPR, 2007). He wrote several pieces of music for Benny Goodman which allowed Goodman to gain the title of “King of Swing”. This interaction with Fletcher Henderson can be seen as a step in the right direction to end the way in which many musicians see working with other musicians outside of their race and this shows how diversity never hindered or prevented Benny Goodman from creating amazing music with people outside of his race.
Topic: diversity

It’s widely regarded as the first time a black musician appeared on stage with a white band because during this time, having an integrated band was not just only seen as taboo, it was also regarded as illegal in some states (Verity, 2018). Jazz pianist Teddy Wilson recalls having an easy transition into Benny Goodman’s group and contrasted his transition to the transition of legendary baseball player Jackie Robinson’s. Wilson stated that he felt universally accepted during his transition which made it easier for him. He also claimed that the mixing and intermingling of the races was actually an asset to the group which allowed for the public to have an overwhelming amount of support towards the group as a whole. He went on to claim that “the public was so for the thing. Not one negative voice in any audience that we ever heard — just tremendous enthusiasm. The jazz fans were like — they were just hungry for this sort of thing.’ The amount of support that the group received from the joining of African American jazz artists and white jazz artist can be seen as being due to the high interest in swing music at the time, and the decreased interest in segregating bands. Goodman also added electric vibraphonist Lionel Hampton to the mix, and in 1939, the Goodman band also added an electric guitar played by another African-American, Charlie Christian to the band which was even more integration that the public was in favor of.
Topic: diversity

This crucial first step into the integration of African Americans and White jazz musicians by Benny Goodman demonstrated how color blind many musicians were especially when it came to producing good quality music. This important step was extremely necessary in order to change the mindsets of those who believed that the segregation of musicians based on skin color was appropriate and should be allowed. Through his contribution to the jazz community, Benny Goodman and swing music as a whole played an extremely large role in influencing Americans to embrace race neutrality and color-blindness to a great extent (Swing Street Radio, 2017).
Topic: diversity

He used his fame, and his platform to spread appreciation for African American music and he brought awareness to African American musicians to his predominately white audience which was almost unheard of during this racially unjust time in history. His acceptance of his fellow African American jazz artists and his ability to see past skin color differences in other musicians and just see the talent that they had been a very large factor in his success in society. While everyone did not agree with his integration, it definitely signaled a new age in America and showed positive progress in the end of segregation of musicians.
Topic: diversity

The diversity issues in today’s world are growing more serious by the day. As a result, it is increasingly important for the employees, job holder and organization as a firm to teach and develop the good habits and skill. Diversity refers to variety, respect, acceptance and teamwork despite of differences in culture, value, norms, language, religion and so on. It means understanding each individual unique, and recognizing our individual differences. The main aim of it is to increase training for participants about cultural awareness, knowledge and communication.
Topic: diversity

According to Frances J. Miliken and Luis. Martins, Their argument is that understanding the multiple effects of diversity in organization groups. Diversity doesnot leads to success. Eventually ups and down arose. It’s a normal process. I support their view point because as employees from different culture and backgrounds communicate in slightly different ways. This can lead to confusion and frustration, as miss signals result in miscommunication and thus lost productivity. For an example, I work in hotel near to Kyoto city due to lack of Japanese language, I do need lots of time to perform the task. It directly or indirectly harm the hotel. Example if the company hire an employee in a wheelchair, it may need to install elevators to let that employee move about more readily. Some may argue that the impact of racial
Topic: diversity

Diversity is a dimension that can be used to differentiate groups and people from one another. The relationship is stronger in service oriented relative to manufacturing oriented industries. I agree with them and the benefit of the firm will depend upon the effectiveness of the employee. Without humiliating and discriminating on the basis of racism, they need to provide training related to job. They should be encouraged and maintain respect among them. Organization have to focus on getting the best talent out of the person regardless of different age, sex and other demographic differences. Leader must learn to manage diversity. Reward should be provided to increase the service and productivity of the firm. Other may argue that demographic diversity in the boardroom. It explores that direct relationship between racial diversity and gender diversity and firm performance. I support this point of view, directors are responsible to execute staff and manage obstacle of the firm. They have significant positive impact on firm performance. He or her should be skillful, experience and expertise. Chairmen of firms are older as compare to the directors. Imported director doesnot have a commanding quality compare to the local directors. Women are less professionally qualified than male. All board member brings own experience too their position in boardroom. Each individual capable of offering unique ideas, solution and strategies. They able to make higher decisions. Employees perform well in group work.
Topic: diversity

It showed how archive humans lacked diversity. They sequenced the data from genetic immune system traits as well an adaptive trait to compare such as white blood cells. They selected cases including two neanderthal DNA samples, one denisovan and 14 modern day humans from Africa, Asia, Australia, Europe and South America. In one method, however, archaic hominins were found to have high SNPs than modern humans for only a few genes affecting histocompatibility.
Topic: diversity

On a broader scale it gives evidence explaining how modern humans beat archaic hominin species despite a possible or lack of competition and interbreeding. While modern humans inherited and benefited from genes and traits from neanderthals partners generations of these archaic people racked up deleterious and harmful traits and did not benefit from interbreeding. In contrast, it shows us how modern humans had an advantage over other hominid species when it comes to adaptive characteristics due to genes and natural selection. Today we can trace these advantages back to their origin in the very species we beat out over time. We can then learn from these comparisons and patterns to ensure that we don’t follow the same downfall as our distant cousins.
Topic: diversity

Amazon Incorporation’s mission of becoming the earth’s most customer centric organization is central to its diversity and inclusion policy. The company is constantly looking for means to strengthen its culture of inclusion. In particular, the organization has 10 worker-led affinity groups reaching more than 40,000 workers in close to 200 chapters across the globe. The company offers inventive benefit offerings and numerous annual learning experiences such as “Conversations on Race and Ethnicity”, as well as AmazeCon conferences. The latter focuses on gender diversity.
Topic: diversity

In particular, the board does not comprise of people of color. The company’s chief executive officer is a Caucasian male. Women make up only 30 percent of the company’s board of directors. The three women are: Judith McGrath, former MTV Networks’ chief executive officer Jamie S. Gorelick, former United States deputy attorney and Patricia Stonesifer, former Gates Foundation executive. The male representatives in the company’s board of directors consists of: Jeff Bezos, Tom Alberg, John Seely Brown, Daniel Huttenlocher, Jon Rubinstein, Thomas Ryder, and Wendell Weeks (SEC, 2018). Overall, Amazon’s website might be helpful in recruitment of women and minorities as well as male Caucasians. This is based on the fact that the websites explain various diversity programs implemented by the organization to improve inclusion. Among the major elements contained in the company’s website, it includes: hiring policies, the organization’s inclusive culture, workforce data, affinity groups, plus empowerment of diverse entrepreneurs.
Topic: diversity

Prejudice and discrimination can lead to individuals or groups been faced with negative effects such as low self-esteem, conflicts within organisation, marginalisation and disempowerment. This section of the essay will concentrate on the impacts of prejudice and discrimination has on disempowering individuals in a healthcare setting. Disempowerment is most common an effect from prejudice and discrimination. If you have been bullied by an individual or group of people, then you may feel as diminished or disempowered. This makes you feel as though you do not have the power to fight back against them and may lead you to developing health issues which may influence one to be willing to accept the way that you are being treated. Prejudice is a preconceived judgement or opinion. These judgements are usually from people’s negative opinions or experiences about an individual or group of people. This kind of behaviour is not acceptable or professional as a health and social care worker. For example, if you are working as a paramedic, and you are called to an emergency for a teenage female aged 18 who has collapsed after consuming alcohol. If you assumed that they has just drank too much and couldn’t handle it, then this would be classed as prejudice behaviour as you do not know the details of the individual or any current or previous health problems of that person. This kind of behaviour is not acceptable or professional as a health and social care worker. Prejudice can lead to discrimination, but it is not the only factor in discrimination. A person can also harbour prejudices without discriminating, especially if they are mindful of their own prejudice and take proactive steps to counter it.
Topic: diversity

Discrimination is the unfair treatment of a person due to prejudice, stereotyping and being judgemental. People can discriminate for several reasons this could range from age, disability, ethnicity, gender, geographic location, political persuasion, sexual orientation, socioeconomic background, race or religion. For example, in healthcare where there are more females’ workers than males, a person may be discriminated against because of her gender such as been a male. This can affect them to gain confidence and been empowered to care for their service users. This can also lead to them been powerless and fearful of taking control of their self and may act under influence to please their abusers.
Topic: diversity

The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined, they make up a new Act that provides a legal framework to protect the rights of individuals and advance equality of opportunity for all (Equalityhumanrights.com, 2018). The Equality Act is a major step for discrimination law, the aim is to deliver a simple, modern and accessible framework to protect individuals from unfair treatment and promote a fair and more equal society. The main objective of the Act is to eliminate all barriers which hinders quality in a healthcare setting. Such as the equal pay act which promotes equal pay between males and female employees in healthcare. There are many diversity and religious affiliations of service users in healthcare. The Equality Act promotes respect for all persons and their religion including diets. He Disability Discrimination act (1995) was put in the place to prevent any discrimination that disabled people may be confronted with. The Act protects disabled people with rights for employment, education, access to goods, facilities and services and buying or renting land or property. Disabled people must have the same chance of getting a job as somebody that has no disabilities.
Topic: diversity

There is a growing campaign for companies to cater for more women in the top corporate stratum is growing. Proponents of gender equality are encouraging equality between women and men in the workplace, and they consider this from the lowest to the highest level within the organisation. Resultantly, as Bear et al. (2010) indicate, as part of the strategy to enhance maintainable development, there is augmenting encouragement for supporting and hiring females to the CEO level. The number of females in percentage terms occupying sits in the boardrooms of listed companies as CEOs is concerning (McCann and Wheeler, 2011).
Topic: diversity

In the FTSE 250, the situation is worse only 23.7% of firms had 33% of the board made up of females (Vinnicombe, Doldor and Sealy, 2018). When looking at the position of CEO, in the FTSE 100 only six companies have female CEOs, and only five hold CEO position in the FTSE 250 (Vinnicombe, Doldor and Sealy, 2018 The Telegraph, 2018). With such a significant disparity, one may wonder if this is impacting on the performance of a company. The research proposed seeks to explore this issue, focusing on some of the largest companies the FTSE 100.
Topic: diversity

Whereas there is an international campaign of gender equality, global companies are still cautious about placing women in the CEO positions except if there is plausible proof that such move will be of great benefit to the organisation. Modern studies have demonstrated that women representation at senior-level of management can impact the ratings of corporate social responsibility ratings, which have a massively affect corporate standing, and which also influences company performance. Elements like share price, financial performance and institutional investment can be significantly affected by the favourable reputation of the corporation. This is because decisions made by board of directors which relate to investment are influenced by social, environmental, and dynamics of corporate governance (Bear et al., 2010).
Topic: diversity

Prior studies carried out have signposted that involvement of female CEOs are likely to have a substantial impact on company performance (Smith and Villa, 2010). Research carried out like those of Faccio et al. (2015) have revealed that gender equality influences the company’s turnover. For example, Faccio et al. (2015) disclose that there is a general recognition that acquisitions decisions are made by female directors make acquisition decisions that affect shareholder value and this leads to macroeconomic consequences that influence the company’s long-term economic development.
Topic: diversity

Although theoretical literature is indecisive concerning the influence of more women directors on company performance, Gadhia (2016) cites Governor of the Bank of England, Mark Carney, as claiming that the justification for equality, justice and inclusion is stronger than ever before, and the banking industry should assent diversity in its companies so as to gain the associated advantages. Davies (2011) explains that this assertiveness is replicated in political pressure to proliferate women representation on the board and the consequent development in UK companies. The United Kingdom has delivered deliberate procedures for corporations to augment female representation on their boards but, but there are no legislative quota regimes yet.
Topic: diversity

The main research aim is to assess whether the gender of a CEO can and does make an effect on company performance. The research is guided by the following objectives Decide how CEO gender is associated with performance measures Tobin’s Q and changes in market capitalisation of the company. Quantify the differences that leadership may make to firm results. Assess the degree to which any impact of leadership may be attributed to gender. Assess and quantify the impact CEO gender has on FTSE 100 companies.
Topic: diversity

This dissertation enlarges the restricted literature examining UK companies most current literature scrutinises the USA corporations. Some of the UK based studies are, Gregory-Smith et al. (2014). However, the study findings of this research are equivocal. Additionally, this study has updated the research of the association between gender diversity in the boardroom and company performance and Gregory-Smith et al. (2014) carried out a study that shows that the latest UK study and data examined is from 2011.
Topic: diversity

The glass ceiling is “an invisible upper limit in corporations and other organizations, above which it is difficult or impossible for women to rise in the ranks” (Lewis, “Glass Ceiling: What Is It? Does One Exist?”). It limits women from receiving pay raises and experiences that men typically would receive (Lewis, “Glass Ceiling: What Is It? Does One Exist?”). This report will discuss how the “glass ceiling” may affect the careers of women and minorities in various occupational settings.
Topic: diversity

A few benefits include Talents, creating innovation and improve employee performance. (Deering, “What are the benefits of Diversity in the Workplace”). People who have different backgrounds can show their different talents, skills, and experience which can be beneficial to the organization and work performance. It also creates innovation as people can introduce a new idea, give feedback and suggestions on how to improve. This links to diversity as many people from different backgrounds have different working styles and ideas that may be appealing which can overall benefit.
Topic: diversity

It is a widely recognized indicator of women’s economic inequality, and it exists across industries and professional levels.” (“The facts about the Gender Wage Gap in Canada”). Statistics Canada has used earnings of full-time, full-year workers on an annual basis. According to that, Statistics Canada states “women aged 25 to 54 earned an average of $52,500 in 2014, while their male counterparts earned an average of $70,700.” (Statistics Canada). These figures have then been turned into ratios (women: men) which shows that women earn $0.74 for every dollar that men would make. (Statistics Canada). This showed that women were earning $0.26 cents less than men were. Perhaps due to family responsibilities, on average women in comparison to men work fewer hours even on a full-time basis, resulting in gender base pay inequality. The gender pay gap is measured through the annual earnings of full-time workers. It emphasizes the differences between the number of hours men work versus the number of hours women work. Although labour cost and its quantity reflect annual earnings, the hourly wages only reflect the labour cost, thus they touch upon the issue of discrimination based on gender. According to Statistics Canada, “Women earned an average of $25.38 per hour in 2014, while their male counterparts earned an average of $28.92. It follows that women earned $0.88 for every dollar earned by men.” (Statistics Canada). This shows that women earned $0.12 cents less than men. Its been a fact, according to Statistics Canada that men in our society are more privileged than women, especially when it comes to salaries and wages in the workplace. In 2015, on average women earn $7.24 per hour less than their men co-workers (20.23 vs. $27.47). (30) According to Statistics Canada, it is proven that even in a ‘white collar’ job, women on average earn $4.56 per hour less than their male co-workers who are assigned the same duties and job ($35.32 vs. $39.88). Women in all occupations are shown to earn less than men as men are advantaged more in society resulting in the gender wage gap. For instance, even in traditionally female occupations such as health services, education, administration, etc. women earn $4.60 per hour less than men ($23.66 vs. $28.26) and in retail or service occupations on average women earn $4.83 per hour less in comparison to men ($17.91 vs. $22.74)
Topic: diversity

A study that was conducted by the University of Ottawa in 2014 by the Education Policy Research Initiative showed that “male students who did the same course of study as females and graduated at the same time, earned an average of $10,000 more in their first year after graduation than their female cohorts. Thirteen years after graduation, that gap widened to $20,000.” (“The gender pay gap is not a myth. Here are 6 common claims debunked”).
Topic: diversity

On average women in general work fewer hours of paid work than men due to house care and childcare causing women to be part-time workers. According to Statistics Canada, “In 2015, 18.9% of employed women worked part-time, as did 5.5% of employed men. Put differently, three quarters (75.8%) of those working part‑time were women.” (Statistics Canada). This results in women’s careers to be frequently interrupted. It is a known fact that a woman plays a crucial in the upbringing of kids and in the having the house run smoothly. Thus, women are more likely to take leaves, scheduled absences, and long and short-term absences in comparison to men due to family emergencies such as if their child falls sick, they must stay home and look after it (Statistics Canada). According to Statistics Canada, in 2015, during the reference week, 30 % of women took off work, approximately 6.1% more than the percentage of men that were away. When surveyed 38.4 % of women were away for the full week whereas only 24.8% of men took that long of a leave. Although men and women both took days off for vacation purposes, women still had a higher ratio than men (57.1% vs. 72.4%) for being away for involuntary reasons instead of voluntary reasons such as illness, maternity leave, and familial issues. About 21.1 % of women were absent due to disability or sickness compared to the 18.2% of men gone for the same reason and about 21.7% of women were absent due to personal or family-related duties, compared to 9.3% of men who were gone for the same said reason. (Statistics Canada).
Topic: diversity

According to The Globe and Mail, “Of Canada’s top 500 companies, just 25 are led by female CEOs, and over the last 15 years, the percentage of Canadian women in senior corporate positions has improved marginally, from 14 percent to 18 percent.” (Glogovac, “The challenge for women to smash glass ceiling”). Leadership is a skill that isn’t gender based. It is a responsibility that one must attain in order to attain self-confidence, self-respect, and motivation. Women who can break through the glass ceiling in Corporate Canada have encountered challenges throughout their careers. For instance, Marina Glogovac dealt with the reoccurring obstacles throughout her career as so: Firstly, overt and covert prejudice. Marina was an immigrant woman and as her being an immigrant, she was assured that was the most unlikely candidate to reach the highest level of the executive suite. To control her response and to create the facade to hide her emotions from things that can hurt immensely, she developed internal fortitude. Secondly, unexamined judgment. As mentioned before in the world of occupation, men and women are viewed under a different lens. Thus, Marina also experienced through the stereotypical expectations as she was a female therefore, simple and men being stronger were tough. She says she encountered and talked about the stereotypical barriers based on gender with many people throughout her life which she does not regret one bit. Finally, an odd woman out. As Marina climbed towards success, she started to encounter fewer women because of which she often felt like an imposter and an outsider, however, she realized that her being the odd one out was not a weakness but a strength. She learned to be comfortable being uncomfortable (“Glogovac, “The challenge for women to smash glass ceiling”). This shows how leadership and courage helped Marina Glogovac break through the glass ceiling.
Topic: diversity

The diversity and inclusion in work places are common phenomenon of many organizations in Australia. There is diversity in every work place, to the extent that it does not welcome the same staff of the organization at the same time (Ali, & French, 2019). Many organizations today are experiencing the problem of employees not been treated fairly. The mal-treated employees are not given the equal opportunity as the other employees, and their consideration in the organization is relegated. The differences or the inequality is majorly on sex differences, age gaps, racism, caste difference etc.
Topic: diversity

These are the basic concerns, which promote the unjustified behavior in the organization by the other employees of the company (Bernstein, et al, 2019). It is found that this type of behavior is mostly common in the Australian companies or the firms, where the employees are not treated properly and are exposed to the unjustified behavior in the Australian organizations. This essay will discuss inclusion in diversity, ethical issues and impacts of inclusion in diversity on Australian firms.
Topic: diversity

The term inclusion in diversity refers to the acceptance of the people of the diversified communities belonging to different caste, age, gender, or country, should be given relevance in the organization as they are the equal members of the organization and have their right speak against the discrimination taking place in the organization on a daily basis, which should not be acceptable in any of the organization (Brimhall, & Mor Barak, 2018). Various cases pertaining to the same issues across the country are registered and the corrective actions are not taken on time.
Topic: diversity

However, inclusion in diversity is practiced by various organizations and in different forms. The major issue common to most organizations is the gender inequality which has perpetuated in the organizations especially as the male employees are not willing to listen to the orders provided by the female employees of the organization and do not consider the order as proceeded from the female employees (Butler-Henderson, et al, 2018). This type of behavior should not be encouraged in any of the organizations as the working system gets disturbed and it affects the team morale of the organization adversely. There should be clear awareness regarding the rules and policies of the organization to the employees and the penalties in order to control unacceptable behavior exercised by certain employees of the company. Often time, female employees of the organization complaint about the unjustified behavior shown by the male employees which has become a common problem (Butler-Henderson, et al, 2018). The major issue destabilizing most organizations is the unjustified behavior towards employees on the basis of age differences of the employees. Age is just a figure and should mean nothing to other employees.
Topic: diversity

Another obvious inclusion in diversity in most organizations in Australia is discrimination against the women in the organization. Their males’ counterparts dominated the female employees to work according to their schedules and timings which are definitely not possible for the women employees to accept as a part of behavior from the male employees of the company (Groutsis, O’Leary, & Russell, 2018). Another major challenge of diversity in inclusion is the discrimination on the basis of the caste and racism in the organization. The discrimination undertaken on such grounds is also illegal in the work places according to the general rules regarding any kind of discrimination undertaken by the employees of the company. The good news is that females are now provided with certain rights to exercise in case of discrimination or unjustified behavior is exercised in the organization.
Topic: diversity

The most common type of discrimination prevailing in most organizations in Australia is the age gap differentiation in and is considered to be the most normalized form of discrimination. One of the cases of the related issue is about the, “Corinne Brown one of the job seekers looking around for a job as she was leadership trainee, with 40 years of experience in the field and aged around 58 years old, but could not get considered even for an interview”, She felt disappointed but still used to apply for at least 40 to 50 jobs per month hoping to get at three for the selection despite holding such long experience of work (Martin, et al, 2014). Some of the replies from one from the companies said that the oldest employee in the organization is around 35 and the company is too young to hire such old employees for the job vacancies in their organization. .
Topic: diversity

The major issue prevailing in most of the organizations is the gender inequality. The male employees of the organization are not willing to listen to the orders provided by the female employees , and do not consider the order proceeded from the female employees (Butler-Henderson, et al, 2018). This type of behavior should not be encouraged in any of the organizations as the working system gets disturbed and it affects the team morale of the organization adversely. There should be clear awareness regarding the rules and policies of the organization to the employees and the penalties in order to control unacceptable behavior exercised by certain employees of the company. The female employees of the organization complaint about the unjustified behavior undertaken by the male employees, which has become a common problem (Butler-Henderson, et al, 2018). Undoubtedly, other another major issue of the organizations is the unjustified behavior towards employees based on age of the different employees. Severe penalties are imposed on the members indulging in such kind of a behavior in the organization as the employees should not feel encouraged to repeat the mistake in the future. The firms should promote the involvement of all kinds of people into the organization to promote the inclusion in diversity (Egan, 2018). The training part of the job should include etiquettes to make sure that the employees are not willing to repeat the same anytime in the future (Gates, Rich, & Blackwood, 2019). The employees should be taught this at the time training to make sure, that these mistakes are not repeated in the future (Gibson, & Fernandez, 2018).
Topic: diversity

Another major dimension of discrimination against the women in the organization is that male colleagues have dominated them to work according to their own schedules and timings, which are definitely not possible for the women employees to accept as a part of behavior from the male employees of the company especially as some are nursing mothers ( Groutsis, O’Leary, & Russell, 2018). The other major issues on the part of the employees of the company might include the discrimination on the basis, of the caste and racism in the organization. The discrimination undertaken on such grounds is also illegal in the work places according to the general rules regarding any kind of discrimination undertaken by the employees of the company. The females are, provided with certain rights to exercise in case of discrimination or unjustified behavior is exercised in the organization.
Topic: diversity

Discrimination, no matter the form affects the productivity of the organization adversely. The mental ability and agony of the employees to work in such organization and to survive with the deadlines provided for the targets of the company is in doubt (Johnson, et al, 2019). The productivity is hampered as this kind of behavior contributes to the wastage of time on the part of employees thinking about how to overcome these issues (Keith, & Griffiths, 2019). The leaders of the organization are responsible for eradicating such kind of behavior in the organization. The leadership skills of the organization help to modify the working environment of the company for better results and enhanced productivity on the side of the employees (Li, et al, 2006). There are certain activities, which can be considered by the organizations to be initiated in the companies to eradicate the discrimination issues prevailing in the organization. Certain programs and workshops are helpful to inform women or the female employees of the organization about their voting rights which they can exercise in the work places if any kind of unjustified behavior is undertaken towards them (Loretto, & White, 2006). The working systems of the companies should focus on these issues as they affect the profitability of the company adversely.
Topic: diversity

The most common obvious of discrimination in the organizations is the age gap differentiation and is considered the most normalized form prevailing in Australian firms. One of the related cases is about , “Corinne Brown one of the job seekers looking around for a job as she was leadership trainee, with 40 years of experience in the field and aged around 58 years old, but could not get considered even for an interview”. She felt disappointed but still used to apply for at least 40 to 50 jobs monthly hoping to get at least three for the selection despite holding such long experience of work (Martin, et al, 2014). Some of the replies from one of the companies said that the oldest employee in the organization is around 35 and the company is too young to hire such old employees for the job vacancies in their organization.
Topic: diversity

The age discrimination has left many more talented persons behind by not giving them the consideration due to the age they hold. Many organizations are deprived of such talents, which might give their organizations a huge pace to grow with the kind of skill set they carry or own (Murphy, 2018). Another such case is of Gary Martin, who says, “the corporate speak that you’re too old”, professor Gary Martin has heard off the comments from various organizations, which include the excuses like over qualified for the type of job offered to get rid of the aged employees in the organization. These types of cases counter to the age discrimination relevance in the organizations, and the measures to these are the positive approach towards the aged employees or the job seekers and consideration of their talent and skills for the vacant job positions in the companies (Ng, & Sears, 2018). The strategic alignment for this issue is that workplace must include the diversified people in the organization and must recruit , train, develop, and lead people of every community irrespective of the age, caste, gender and racism or any other basis on which the employees of the organization are mal -treated and face unjustified behavior (Page, 2019).
Topic: diversity

The organizations also discriminate among existing workers regarding the issues of pay and rewards and consider that old workers would not be able to give their 100% to the organization, and perceive that they do not possess the capabilities to fulfill the responsibilities they hold. As a result, the organizations decrease or reduce their pay or the rewards they deserve based on their age factor despite of the capabilities they actually have to provide to organization for its development (Shaw, 2019). The perceptions and the policies of certain organizations regarding the acceptance of the aged workers consider the fact that these add value to their organization regardless of the age. The employers also consider the capacities and the aspirations of the workers towards the organizations and the sustainability of the employability of the employees at the work places (Sherbin & Rashid, 2017).
Topic: diversity

The age discrimination in the companies also acts as a hindrance for the old people to generate income. The organization refuse to accept their skills because of the age factor and they are left without a job despite the abundance of the talent they own which can give the organization a new pace for the development with the experienced working towards the job vacancy. The aged people are likely to have more experience than the young employees and that can be used by the developing companies in better decision-making as experience enhances the decision-making process of any organization. Consider the talent of the old employees, as this will provide the old people a chance to develop a source of income. Using the talent and skills they possess they want to contribute towards the organization and enhance the profits of the same. The companies demand work experience while recruiting employees for the job vacancy. If the experience holders are neglected because of the age factor the chances of growth and development will fall to zero. In order to promote the benefits of both the parties the consideration of the talented old people is very significant for both the parties.
Topic: diversity

Diversity can never stick without inclusion in the organization, as the diverse culture in the organization cannot sustain without the inclusion of every employee from different communities working in the organization. This demands the correct leadership skills possessed by the leaders of the company to maintain the teamwork and the acceptance of people of the diversified communities as a part of the company. This helps to establish the positive work environment in the organization and the motivation for the future growth and development of the company both internally and externally in the market. The research studies depict that the employees who are discriminated in the organization reflect negative consequences on the commitment towards the company and tend to retire early because of the negative impact of the discrimination on their mental state and towards the organization they are working. The employees of the organization feel de-motivated because of the changes in the working system of the organization. This affects the morale of the employees of the company and makes to retire early from the employment.