The Business Case for Diversity

Gender Inequality

There is many different ways to identify gender inequality in this day and age.

Not only could it pertain to sexism by not giving women benefits they deserve and touching them inappropriately because of their sex but also the LGBT community being denied service or not receiving business because of how they identify.

Gender Inequality Cont.

"Half of small business owners (50%) believe a business owner should not be allowed to deny services to a customer because the owner claims that service violates their right to free speech..." (Small Business Majority).

These are latent functions that have been hidden from public eye so businesses can be undercover and not get fined.

All states accept gay marriage and female rights, but several states do not have laws that force businesses to give their services to everyone.

Businesses have discriminated people for many years and for the wrong reasons. This research paper and presentation only covered discrimination against race, age, and gender but there is many more. Now it can be seen how functional and nonfunctional a businesses can be against minorities.

Conclusion

Introduction

Rules, guidelines, and laws force businesses to follow them. These are a few:

Businesses can expand and improve with various ethnic backgrounds.

• health hazards
• certain hours a person has to work
• diversity in the workplace
• discrimination against minorities

Different talent can less biased and fill a broader pool of people.

Organizations can fill positions more quickly.

Functionalist Perspective

Organizations that commit to a diverse workforce have a larger pool of applicants to choose from.

In this project, the functionalist perspective is based mainly around society working together in harmony and how several businesses are failing at this.

Benefits of a Diverse Workplace

The functionalist perspective emphasizes the interconnectedness of society by focusing on how each part influences and is influenced by other parts.

“The increasing number of women in the workforce has contributed to the formulation of policies against sexual harassment and job discrimination. Functionalists use the terms functional and dysfunctional to describe the effects of social elements on society” (Mooney, Knox, Schacht page 1).

Some of these discriminatory items that businesses do include:

• gender inequality
• discrimination against ethnicity/race
• ageism

Racial Discrimination

It's been 50+ years since rights had been given to almost everyone in the U.S. However, some still believe that these rights should not have been given and are discriminatory towards other races.

Several people still use racial slurs against African Americans and will not give someone of a different race a job based

Racial Discrimination Cont.

Although Muslims are not grouped in with racial context, they are discriminated by their religion.

"A decision on a complaint that concerned the rights of a Muslim woman to wear a hijab in a passport photograph contained deliberations that have a bearing on indirect discrimination" (Lindstedt page 154).

Muslims are grouped bad as a whole because of the people of the same skin that had terrorized several countries.

on their color of their skin. Then others get upset when they see these people homeless.

Businesses will not hire Muslims (out of fear) and will not higher African Americas (out of prejudice). Both from the Labeling theory from the manifest function.

Businesses have been prone to discriminate either those fresh out of college or those who are close to retirement.

Ageism

"Jobs out there require (work experience) if you want to apply. So (college grads) can't get a job because they have no experience..." (Think Deep).

The average age of Americans retiring is 62 years old, but the average age of Americans starting work is between 20 and 25 but several start in their teen years.

The Business Case for Diversity

By: Katelyn Rable