10. Getting Serious About Diversity: Enough Already with the Business Case

 The article name is "Getting Serious About Diversity: Enough Already with the Business Case" is written by Robin J. Aly and David A. Thomas, from the magazine which is published in November- December 2020. The article starts with a quote, "The business case has been made to demonstrate the value a diverse board brings to the company and its constituents.”

The article says that executives may think well when they promote the financial benefits of hiring more females or minorities, however, there is no evidence that diversification the employment enhances a firm's productivity immediately. This article examines current diversity rhetoric and retells an issue made by the researcher 25 years ago: firms must develop a learning mindset and be willing to adapt their corporate culture and power structure to truly benefit from increased racial and gender diversity. Further, building trust and creating a workplace where people feel free to express themselves are critical actions for leaders, as are actively combating bias and oppressive systems, embracing a variety of styles and voices within the organization, and utilizing employees' identity-related knowledge and experiences to learn how to best accomplish the firm's core work. Further, the article reveals the flaws in today's diversity discourse in this piece and then details what a 21st-century learning-and-effectiveness paradigm can look like and how leaders might support it. Those flows are, as further, a critique of the business case for diversity, the learning and effectiveness paradigm-redux, build trust, Actively work against discrimination and subordination, Embrace a wide range of styles and voices, and Make cultural differences a resource for learning. At last, although there is a business case for diversity based on credible evidence, a broad definition of what tends to make an organization profitable, as well as the existence of creating opportunities are troubled by the implication that investing in people from underrepresented groups must be justified on economic grounds. Why does someone require an economic justification for confirming a group's autonomy and dignity? We must make the required effort because it acknowledges our own dignity and offers significance to our existence. 

Reference:

Aly, R. and Thomas, D., 2021. Getting Serious About Diversity: Enough Already with the Business Case. [online] hbr.org. Available at: <https://hbr.org/2020/11/getting-serious-about-diversity-enough-already-with-the-business-case> [Accessed 3 December 2021].

1. According to the article, leaders should promote the financial benefits of hiring more females and communities and I think that other workplaces should work on this as well. further, all workplaces should be serious about diversity. 

2.  I do not have personal experience related to the article but in the future, it give me many things to remember and to apply to my future carrier or business.