Beyond Women and Minorities

This report entitled Beyond Women and Minorities include different

perspectives in life that influence the way we deal with other people in our
organization. Experiences from our workplace can magnify how difficult to
interact with other when we are in the position of being a woman around in an
organization or a disable, LGBT rather because there many people who used to
look down the abilities of a woman and other minorities.

To react with some issues occurred in our workplace, how could you
reflect regarding these concerns, for example If you were asked to answer the
following questions:

 What have your experiences told you about the differences in

organizational life for white men and for women and people of color? If
you are a white male, do you believe these differences are real and
viable?
 If you are a woman or a person of color (or both), do you think your
workplace experiences are influenced by your gender, culture, or
ethnicity?
 How do factors such as disability and sexual orientation make a
difference in organizational life?

Many issues are often discussed concerning women, ethnic and racial
minorities who have garnered the most attention in terms of academic
research, legislative action, and practical concern within the organization. In
the sense of diversity, people with different norm from the other may always
prone to experience unequal treatment in the workplace. Based on the review
of diversity literature, Shore et al. (2009) considers the different diversity such
as ethnic, gender, age, cultural and sexual orientation. These diversities are
called co-cultural groups as mentioned by Orbe (1998).
My report is focused on the two other important co-cultural groups
which are the employees with disabilities and lesbian, gay, bisexual, and
transgender (LGBT) employees.
1. Americans with Disabilities Act (ADA) It was enacted in 1990, and
had major amendments to the act that were added in 2008.
Disabled workers were addressed by this legislation t hat
prohibits discrimination according to the one’s disability and requires
organizations for “reasonable accommodations”.

2. LGBT organizational member in any organization, there is always an

exception to the rule that gives emphasis to what kind of rights should
be enjoyed and considered in accommodating workers like LGBT. There
has been some group or movement that included advocacy regarding
the equality of LGBT workers to other normal workers. Discrimination
to LGBT workers is now prohibited in any organization after the
orientation in 1982. This act is called the Employment Non-
Discrimination Act (ENDA)that was first introduced as in Congress
1994 but never passed a number of times. Even It was not mandated by
Legislative law, many businesses have implemented sexual orientation in
their non-discrimination policies to promote fairness and business
concerns.
As we observe today, there are various organization that can be
sometimes unfriendly place and not accommodated fairly diverse
employees but instead they limited the working opportunity to the said
difference from one another. Are thinking of a better place for anyone
who are differ from the other such as disabled, old people, LGBT and
the like. Can these difficulties in diversity be overcome? Establishing a
multicultural organization by considering what such an organization
looks like, can be helpful to give opportunities and challenges for all
kinds of employees.