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Student’s Name

Institution’s Name

Course

Professor’s Name

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Workplace diversity and inclusion

Thesis statement: The need to have diversity and inclusion in the places of work.

1.Definition of Workplace, Diversity and inclusion

 workplace: is a place where individuals go to work such as factories or an office.

 Diversity: Diversity means that everyone from different background and race in their

place of work is accepted. A place of work that is diverse is an essential asset due to the

fact that the strength of every person is acknowledged and as well the benefit they bring

to the workplace.

 Inclusion: is the act of having people from different background in a group setting and

making sure that they feel loved and appreciated.

2.How to have diversity and inclusion in an organization

 Be cognizant of bias that is unconscious: Top officials or leaders can always address

and elucidate on this matter and try to make others understand how unconscious bias has

an impact on others.

 The need to manage bias should be talked about: Leaders should foster an

environment that is all inclusive.

 All holidays from different cultures should be recognized: by doing this, employees

always know that their leaders and top officials respect their religion and this makes

them happy. A happy employee will always work hard to help the organization become

successful.

 Mix employees: when workers are mixed to work together, it tends to make them learn

more about the others and this brings understanding in the workplace.
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 The policies of the organization should be analyzed: Top officials need to know the

policies that benefit everyone and have them followed.

3. Importance of Diversity and inclusion

 These two brings a lot of creativity and ideas that are innovative due to having people

from different backgrounds.

 When a workplace is diverse and includes everyone, then different skills are provided as

every individual has skills that is different.

 With a workplace that is diverse and has inclusion, then it might hire top talents because

this are the two things that most employees look for when searching for jobs hence this

will boost business.

 These two always increase productivity

 Also, the workplace or organization will be able to sale for different people from various

background because of having employees from different backgrounds. It becomes easy to

know more and understand clients.

 When inclusion and diversity is encouraged in a place of work, the organization has more

to look for when hiring and this make it easy to get the top qualified individuals.

4.Conclusion

 When a workplace vitalizes inclusion and diversity, then it is easy to get qualified

 People can learn more from a workplace that embraces diversity and inclusion.

 It becomes easy to communicate with different customers because there is someone

who understand their language in case of a language barrier. This makes the client to
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come even more often compared to a place of work that has only people from a

specific background.

 When we accept to work together, it becomes easy to make sure that we succeed as a

group and as a company.

 There is more to learn from people who come from different background.

 A workplace that motivates the two principles then its employees are always happy

because they tend to socialize more and aid each other if there is a place that someone

does not understand well.

 A workplace that has happy employees is bound to be successful because the workers

are always productive.

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References

de Aquino, C. T. E., & Robertson, R. W. (2018). Diversity and inclusion in the global

workplace. Springer.

Goswami, S., & Goswami, B. K. (2018). Exploring the relationship between workforce diversity,

inclusion and employee engagement. Drishtikon: A Management Journal, 9(1), 65-89.

Inegbedion, H., Sunday, E., Asaleye, A., Lawal, A., & Adebanji, A. (2020). Managing diversity

for organizational efficiency. Sage Open, 10(1), 2158244019900173.

Itam, U., & Bagali, M. M. (2019). Diversity and inclusion management: a focus on employee

engagement. In Gender and Diversity: Concepts, Methodologies, Tools, and Applications (pp.

1771-1788). IGI Global.

Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business &

Management, 3(1), 1212682.

Singh, P. (2018). LGBT diversity and inclusion at workplace–an analysis of changing

demographics. Resource, 9(2), 22-25.