Kline, P. M., Rose, E. K., & Walters, C. R. (2021). Systemic discrimination among large US employers (No. w29053). National Bureau of Economic Research.
The article is a study that examined the prevalence of discrimination in American organizations where the researchers sent several fictitious applications to different organizations with different characters in the resume depending on race and gender. They found discrimination against black names and females whose probability of being employed reduced significantly. The results mean that there is indisputable evidence of the minority population being denied jobs because of how the organizations perceive them in terms of race and gender, leading to many unemployment cases in the United States. This article is beneficial in the research paper because it provides a case study of the existence and prevalence of discrimination even in the largest US organizations.
Bertrand, M., & Duflo, E. (2017). Field experiments on discrimination. Handbook of economic field experiments, 1, 309-393.
This article reviews several pieces of literature about discrimination, from the existence of discrimination in the workplace using different fictional application data to discussing the effect of discrimination on the organizations, the victims, and society. The effects of discrimination are examined in terms of the costs incurred because of the issue and the effects of limited diversity. The article also reviews available literature on the measures taken by organizations to reduce discrimination and its effects on society. The source is important for the research paper because it will help me identify almost everything related to discrimination, including the people it affects, organizational and individual impact, and the policies and measures to reduce discrimination.
Amis, J. M., Mair, J., & Munir, K. A. (2020). The organizational reproduction of inequality. Academy of Management Annals, 14(1), 195-230.
The article analyzes the factors that contribute to inequality in American society, including discrimination. Some of the inequalities reproduced by discrimination in the workplace include economic and social inequalities. The article acknowledges that economic inequality is a major problem affecting people, organizations, and the country. When an applicant is denied employment in an organization because of discrimination, the applicant will suffer economic losses because of unemployment. The organization might also suffer if it cannot get the expertise elsewhere. The article is an important piece of literature for the research paper because it helps provide more information about the effect of discrimination on the applicants and the organization.
Hunt, V., Prince, S., Dixon-Fyle, S., & Yee, L. (2018). Delivering through diversity. McKinsey & Company, 231.
This paper analyzes the effect of inclusion and diversity in selected US and UK-based companies. It explains the importance of diversity in organizations, whether as an opportunity to have a competitive advantage in the market because many people now value companies that promote diversity or responsibility and social justice for the people. The report provides the reader with a deeper knowledge of how diversity correlates with financial performance for organizations using raw statistics from studies done by the researchers. They conclude that diversity matters and correlates positively with financial performance. Therefore, the report is an abundant source that gives required information on the importance of diversity in the success of an organization.
Areiqat, A., Hamdan, Y., Zamil, A., & Aldabbagh, I. (2020). True workplace diversity: a key ingredient for business success, regardless of the industry or company size. Journal of Talent Development and Excellence, 12(2), 2304-2314.
As the article’s title suggests, it examines how diversity leads to the success of a business. It starts by defining diversity and how it can be enforced in an organization. While discussing the ways of enforcement, the article recognizes that the most important aspect in ensuring diversity in an organization is the leaders who need to be educated on understanding the cultural varieties and behaviors that ensure they do not discriminate against other people. It then discusses the different ways in which diversity can improve the performance of a business, including increased production, gaining a positive reputation, easy globalization, and opportunity for increased invention and innovation. It is an important source that will provide more information on how diversity is the key to success in business as per the thesis statement.
Oduro, B., Akpabot, S., Akakpo, A., & Gyasi, E. A. (2019). Pledge Towards Workforce Diversity and Organisational Wellbeing: A Case Study of Aviva Plc. In Futures Thinking and Organizational Policy (pp. 287-303). Palgrave Macmillan, Cham.
The article is a case study of a London headquartered company, Aviva Plc., that employs people worldwide, making it one of the largest global financial services. In the case study, it was found that the company’s success is attributed to their global diversity that ensures that their employees in different parts of the world can easily interact with people of their cultural backgrounds easily and maintain their customer base. The article also states that the diversity has helped the company have a competitive advantage in the global market, which has led to its global success over the years. It is useful because it gives further information on the importance of diversity in a business’s success using a good example of a successful organization.
Vijayaraghavan, R. (2021). The Business Context of Diversity and Inclusion (5W, 1H). In Creating a Culture of Diversity and Inclusiveness in India Inc. (pp. 9-21). Springer, Singapore.
The article starts by acknowledging that the terms “Inclusion” and “Diversity” have become household terms that people talk about in many contexts but rarely in the business sense. Therefore, Vijayaraghavan has gone into details of discussing the two terms in a business context as the title suggests to provide the reader with further information on the dimension rarely discussed. The article discusses the intersection between diversity and inclusion and how they influence our coexistence and an organization’s collective success. It concludes that intentional effort to be more diverse and inclusive benefits both the organization and the applicants. It is a useful source that provides more evidence on how a business can succeed when the interventions focused on diversity and inclusion are implemented.
Tzovara, A., Amarreh, I., Borghesani, V., Chakravarty, M. M., DuPre, E., Grefkes, C., … & Badhwar, A. (2021). Embracing diversity and inclusivity in an academic setting: Insights from the Organization for Human Brain Mapping. NeuroImage, 229, 117742.
The article first recognizes the importance of diversity and inclusion in a workplace. It then examines the different activities adopted by the organization under observation, the Diversity and Inclusion Committee from the Organization of Brain Marking, to promote diversity and whether they are effective. Some of the measures the organization enforced to ensure diversity and inclusion include hiring more people from the minority population, enforcing a code of conduct to eliminate discrimination in the workplace, and raising awareness on discrimination by holding symposiums and social media outreach. It is an important source because it is a case study that provides information on how diversity can be promoted with the conclusion that the adopted practices improve the organization’s success.
References
Amis, J. M., Mair, J., & Munir, K. A. (2020). The organizational reproduction of inequality. Academy of Management Annals, 14(1), 195-230.
Areiqat, A., Hamdan, Y., Zamil, A., & Aldabbagh, I. (2020). True workplace diversity: a key ingredient for business success, regardless of the industry or company size. Journal of Talent Development and Excellence, 12(2), 2304-2314.
Bertrand, M., & Duflo, E. (2017). Field experiments on discrimination. Handbook of economic field experiments, 1, 309-393.
Hunt, V., Prince, S., Dixon-Fyle, S., & Yee, L. (2018). Delivering through diversity. McKinsey & Company, 231.
Kline, P. M., Rose, E. K., & Walters, C. R. (2021). Systemic discrimination among large US employers (No. w29053). National Bureau of Economic Research.
Oduro, B., Akpabot, S., Akakpo, A., & Gyasi, E. A. (2019). Pledge Towards Workforce Diversity and Organisational Wellbeing: A Case Study of Aviva Plc. In Futures Thinking and Organizational Policy (pp. 287-303). Palgrave Macmillan, Cham.
Tzovara, A., Amarreh, I., Borghesani, V., Chakravarty, M. M., DuPre, E., Grefkes, C., … & Badhwar, A. (2021). Embracing diversity and inclusivity in an academic setting: Insights from the Organization for Human Brain Mapping. NeuroImage, 229, 117742.
Vijayaraghavan, R. (2021). The Business Context of Diversity and Inclusion (5W, 1H). In Creating a Culture of Diversity and Inclusiveness in India Inc. (pp. 9-21). Springer, Singapore.
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