Please, respond to the attached two classmate main posts. (Please, the responses need to be a discussion, not an evaluation. You need to agree/disagree with their opinion and add the reasons why and information regarding the topic discussed. No citation required)
Thank you
Please, respond to the below classmate discussion posts (125 words each). Please, respond to the below two classmate main posts. (Please, the responses need to be a discussion, not an evaluation. You need to agree/disagree with their opinion and add the reasons why and information regarding the topic discussed. No citation required) Thank you Classmate discussion posts Discussion 1 Steven Flores Diversity has always been our society and cultures strength. Diversity has also been a point of contention for many individuals. These points of contention have leaked into the business realm. There has been a new boom in the acceptance and recognition for people with diverse attributes. Business diversity is the employment of demographics from a wide array of backgrounds and lifestyles (Martic, 2018). It is wise for leaders to accept diversity into the company’s service. People of diversity may have skill sets that would benefit the company, turning these demographics away could hurt potential growth. Three growing demographic categories of diversity are race, age, and sexual orientation. To better grow with the changing times businesses need to understand the diverse demographic growing in the nation. There is little to be said about the race issues this nation has faced and will probably continue to face in the future. This is one point of contention that is improving in these modern days. The benefits of a racially divers staff can bring a business are too great to ignore. A nation with a growing demographic of minorities want to converse with business representatives that parallel similar values (Guffey & Loewy, 2019, p. 22). Employers should embrace race diversity in the company’s staff. If a person of racial diversity is qualified for a position it should not hinder that individuals hiring process. The percent of people age 55 and older has increased to 25% of the total workforce (Tamburo, 2020). This means there is a quarter chance in any business consumers will interact with an older individual. Two primary reasons for this anomaly is the lack of retirement and increased life span longevity (Tamburo, 2020). People are broke and living longer. How can this benefit the workplace? The Baby Boomer generations is one of the most work disciplined generations. Furthermore, the increased time in the field will bring increased knowledge and experience. Employers need to understand this older generation has plenty of longevity and valuable assets to contribute. The lesbian, gay, bisexual, transgender, questioning (LGBTQ) community has been a growing demographic in the past decade. The LGBTQ community has always been amongst the population but there has been an overwhelming acceptance as of recently to the lifestyle. LGBTQ is a newer diversity demographic so getting proper data is difficult, however, LGBTQ make up about 17% of the workforce (Mirza, 2018). This could mean one of two things; people are still scared to identify sexual orientation or employers are not hiring this demographic. Either way this hurts the diversity and possible workplace diversity. Again, if a person with different sexual orientation applies for a position and has proper credentials and experience that person should be hired. This is a great ethical and financial move as the demographic is growing. Diversity is the new trend that businesses need to acknowledge in order to grow financially. Finances are second to ethical and reasonable actions by employers. Race has always been a point of contention but is slowly getting remedied. The age of the workforce will only rise as long as longevity increases. The LGBTQ community is a growing demographic business need to get ahead of to benefit from possible financial relationships. The ability to generate more money is a top priority for all business, moral and ethical treatment of individuals who possess proper experience and education should be the top priority. Guffey, M. & Loewy, D. (2019). Essentials of Business Communication 11th Edition [class text] Martic, K. (2018). Top 10 Benefits of Diversity in the Workplace [Infographic Included]. Retrieved from https://www.talentlyft.com/en/blog/article/244/top-10-benefits-of-diversity-in-the-workplace-infographic-included Mirza, S. (2018). The State of the LGBTQ Community in the Labor Market: Pre-June 2018 Jobs Day Release. Retrieved from https://www.americanprogress.org/issues/economy/news/2018/07/05/453094/state-lgbtq-community-labor-market-pre-june-2018-jobs-day-release/ Tamburo, J. (2020). Issues, Impacts, and Implications of an Aging Workforce. Retrieved from https://www.asaging.org/blog/issues-impacts-and-implications-aging-workforce Discussion 2 Alexandra Mason 3 trends in diversity · Race · Gender · Age Racism in the workplace has been an issue for quite some time now. In the workplace, racism most often manifests itself through microaggressions, which are defined as indirect, subtle or even unintentional acts of discrimination against members of a marginalized group. They may take the form of stereotyping, "othering" or avoidance. (Hirsch, A., 2019, August 16) There are many forms of gender discrimination in the workplace this includes females and males. Examples include: not getting hired for a position, receiving lower pay, being held to different standards, and being denied a promotion to name a few. Age discrimination is shown in many forms. For example, learning opportunities are automatically offered to younger employees not older ones, being overlooked or passed over for challenging assignments, being left out, and being passed on raises and promotions. Know the law! Title VII of the Civil Rights Act prohibits racial discrimination in the workplace. "Title VII of the Civil Rights Act of 1964 makes it illegal for an employer to discriminate against you based on your sex, race, color, religion, or national origin." (Gender Discrimination at Work, n.d.) "The Age Discrimination Employment Act (ADEA) was passed in 1967. From that point on, age has been one of the “protected characteristics” in the workplace, which means employers cannot discriminate against employees based on their age. This includes hiring, firing, work assignments, and promotions." (Autenrieth, N. ,2019, January 14) Training is essential to help managers be better equipped in dealing with race, gender, and age discrimination. This creates awareness of unconscious biases, fosters empathy and builds social connections. Employers need to create clear and concise policies for employees to review at the time of hire in the employee handbook. References: Hirsch, A. (2019, August 16). Taking Steps to Eliminate Racism in the Workplace. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/taking-steps-to-eliminate-racism-in-the-workplace.aspx Gender Discrimination at Work. (n.d.). Retrieved from https://www.equalrights.org/issue/economic-workplace-equality/discrimination-at-work/ Autenrieth, N. (2019, January 14). 6 Signs of Ageism in the Workplace - and How to Handle It. Retrieved from https://www.topresume.com/career-advice/signs-of-ageism-in-the-workplace