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Inclusion and Diversity: What Do We Mean?

Diversity across cultures is a phenomenon that threatens the ideal approach to handling interactions among Americans. On the one hand, dynamism in cultural practices enhances an optimal interaction and exchange of information that improves appreciation of the global population and demographics. On the other hand, the evolution of human society fostered the influence of institutional systems and constitutional frameworks that promote capitalism. As a result, a significant percentage of individuals from certain ethnicities attain superiority based on wealth accumulation over other races (Feigelson, 2013).

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The marginalization of racial groups based on superiority and inferiority rendered the emergence of critical race theory that addresses perspectives to alleviate discriminatory practices based on ethnic assortment. As an individual from Eastern Asia, it is essential that I interrogate and comprehend the critical factors of my cultural traditions and their contrast to other customs. The interrogation of a person’s way of life is a technique that provides a solution within critical race theory as a mainframe for adjusting and appreciating multicultural diversity.

Culture is a framework that significantly contributes to an individual’s social identity. Therefore, it is important to understand the norms and background of customs to enhance personal moral and ethical code. However, such concepts as capitalism negatively impact multicultural diversity within the society mainly due to the focus on socio-economic status. The researcher argues that despite the measures to curb racism, the figures show the contradiction based on the inequitable distribution of resources (Feigelson, 2013).

On the one hand, the researcher depicts that the ratio between Whites and African Americans, and Latinos will eventually decrease. On the other hand, the author stipulates that the ideal solution to racism is integrating critical race theory with therapeutic practices to assert the balance of power, issues of oppression, and cultural strength. The distinction between the statistical foundation and the cultural theorem interactions enhances a coherent interrogation of inclusion and multiplicity.

It is crucial to learn and comprehend the dynamism of cultural practices to acquire insights based on the best approaches to utilize during interactions. Racism is a topic that faces significant controversies across different institutions in America. An excellent example is establishing a task force within an organization that trains the staff regarding multicultural diversity and the necessary interaction techniques. Ethnicity contributes to the development of social identity.

Therefore, the violation of the cultural code of an individual affects their service experience with the company. In this case, it is essential that staff members, despite recognizing other challenges such as ableism, heterosexism, and sexism, it is vital that the personnel implement the practical aspect of the critical race theory (Feigelson, 2013). Although racism is a factor rendering the inequitable distribution of resources and privileges, the core element to enhance is the deep understanding of multicultural diversity and its significance.

The importance of multicultural diversity entails fostering harmony in coexistence among individuals from different ethnicities. It is an approach that renders proficiency in boosting the social identity and appreciating the ideal constructs based on moral and ethical code of behavior. The primary duty of all personnel enshrines assessing the cultural background and understanding the power dynamics without establishing either superiority or inferiority complex. Racism is one of the issues threatening peace and harmony among communities within American society (Feigelson, 2013). Therefore, it is the responsibility of all stakeholders to integrate the frameworks with significant elements such as capitalism and organizational culture to ensure the equal distribution of resources and privileges, an example being job promotions.

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There are different types of oppression that highly influence productivity among people. One of the frameworks is ideological, which enshrines the belief that one group is superior to the others and hence possesses autocracy control regarding the dynamic engagements. It is an approach that attributes to the emergence of extreme characterization aspects. One setting upholds strength, normalcy, and advanced performance (Feigelson, 2013). The second team’s personality is lazy, backward, incompetent, and worthless regarding completing a particular task.

Institutional oppression is the mainframe for assigning dominant rights between groups, such as the dispute between masculinity and feminism. It is an issue that highly affects social growth and development due to the significant hindrance concerning the coordinative efforts to boost economic performance (Feigelson, 2013). An excellent example is the institutionalization of sexism cause of a woman’s attempt to seek a leadership position against her male counterparts. Therefore, the framework revolves around the aspect of influencing the subjective and perceptive spectrum within a community.

Interpersonal oppression is an approach encapsulating institutionalizing a group that is dominant over other entities while empowering individual personalities. In this case, a sect member easily discriminates against people from the distinct, identifiable team. An excellent example of racism between African Americans and Whites (Feigelson, 2013). The Non-Hispanic Whites consider the Blacks as a minority hence the justification for the inequality during the distribution of national resources. The phenomenon affects the social identity development among characters cause of the relative effect on the living quotient.

Internalized oppression involves the long-term consequence of discrimination that proficiently impacts the nature of interactions and quality of living. The primary goal of the superior entity engulfs negatively influencing the minority against accessing certain privileges through the establishment of specific notions. As a result, the affected group members get accustomed to the mythological mainframe across the nation.

Reference

Feigelson, M. (2013). The Inclusion Dividend: Why Investing in Diversity & Inclusion Pays Off. People & Strategy, 36(3), 56-57.

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StudyCorgi. 2022. "Inclusion and Diversity: What Do We Mean?" October 31, 2022. https://studycorgi.com/inclusion-and-diversity-what-do-we-mean/.

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StudyCorgi. (2022) 'Inclusion and Diversity: What Do We Mean'. 31 October.

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