Diversity and Inclusion: Learning Journal
Activity One: Bias and Judgment
The workplace is becoming increasingly diverse. Numerous laws have been enacted to curb discrimination and make the workplace more inclusive of minorities; however, prejudice and bias still remain a major problem in work settings. In fact, as O'Brien (2013) points out, most people do not even know that they are biased, and so, they do not do anything to correct the same. I took the IAT test for race and gender to determine my degree of bias towards people of different genders and races. The scores and their corresponding interpretations were as follows:
Race: Preference score 2 - I moderately prefer whites to blacks
Warmth Score 6 -- harbor more warmth for whites than blacks
Gender Preference score 1 -- I strongly prefer males to females
Warmth Score 9 -- harbor more warmth for males than females
I partly agree with these scores. There was this time when I was chosen to lead a sales drive for a newly-launched product among university students, and I had to pick twenty students from each of the three universities within my assigned zone to be part of the sales campaign. From the very onset, I had this preference for male candidates, and wanted all the three teams to be led by males because I considered males to be more aggressive and work-driven and females. Well, I had my way, and had the three groups led by males; but we encountered a lot of difficulty winning female customers, and since the organization had specific targets for both and female customers, we ended up losing the number one spot to a different group. Perhaps we would have reached the target and made better sales for the organization if I had not underrated the performance and ability of female candidates. I keep thinking that females would have better understood the needs of female clients and raised concern with the organization before it was too late.
Activity 2:...
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