Emerging Trends in Diversity and Inclusion

by | Dec 11, 2024 | Essays

 

Organizations seeking to attract and retain their top talent create programs that will improve the employee experience. Employee experience is a term used to identify the employee’s life cycle with the organization. Employees who feel that their organization is committed to diversity and inclusion are more likely to feel higher job satisfaction.

The vice president of human resources (HR) has asked for advice on putting a diverse and inclusive hiring process in place for the organization. Specifically, the VP is interested in training recruiters in the HR department. The VP wants to attract and select a more diverse applicant pool to diversify the workforce. You will be presenting your recommendation to senior management.

Your task is to provide a recommendation. Your advice must explain the steps that will facilitate the recruitment and selection of a diverse workforce. Your presentation must include the following points:

The role of recruitment and selection in developing a diverse workforce
At least 3 biases that may exist in this process
A detailed discussion of at least 5 different strategies that can be implemented in the recruitment and selection process to ensure that it is inclusive and free from bias

Sample solution

Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell. 

In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.


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God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.

Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.

To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.

 

References

Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.

Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.

Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.

he Role of Recruitment and Selection in Developing a Diverse Workforce

Recruitment and selection play a pivotal role in shaping the diversity and inclusivity of an organization. A well-executed process can attract a diverse pool of talent, ensure fair evaluation, and ultimately contribute to a more inclusive workforce. By focusing on diversity and inclusion, organizations can reap numerous benefits, including increased innovation, improved problem-solving, and enhanced employee morale.  

Potential Biases in the Recruitment and Selection Process

  1. Affinity Bias: This bias occurs when individuals are drawn to people who share similar backgrounds, interests, or experiences. Recruiters may subconsciously favor candidates who remind them of themselves, leading to a less diverse applicant pool.  
  2. Confirmation Bias: This bias arises when recruiters seek information that confirms their pre-existing beliefs about a candidate. They may focus on information that supports their initial impression, overlooking other relevant qualifications.  
  3. Stereotyping: This bias involves making generalizations about individuals based on their membership in a particular group, such as race, gender, or age. Stereotypes can lead to unfair judgments and hinder the evaluation of candidates’ true potential.  

he Role of Recruitment and Selection in Developing a Diverse Workforce

Recruitment and selection play a pivotal role in shaping the diversity and inclusivity of an organization. A well-executed process can attract a diverse pool of talent, ensure fair evaluation, and ultimately contribute to a more inclusive workforce. By focusing on diversity and inclusion, organizations can reap numerous benefits, including increased innovation, improved problem-solving, and enhanced employee morale.  

Potential Biases in the Recruitment and Selection Process

  1. Affinity Bias: This bias occurs when individuals are drawn to people who share similar backgrounds, interests, or experiences. Recruiters may subconsciously favor candidates who remind them of themselves, leading to a less diverse applicant pool.  
  2. Confirmation Bias: This bias arises when recruiters seek information that confirms their pre-existing beliefs about a candidate. They may focus on information that supports their initial impression, overlooking other relevant qualifications.  
  3. Stereotyping: This bias involves making generalizations about individuals based on their membership in a particular group, such as race, gender, or age. Stereotypes can lead to unfair judgments and hinder the evaluation of candidates’ true potential.  

Strategies to Ensure an Inclusive and Bias-Free Recruitment and Selection Process

  1. Diverse Hiring Teams:
    • Create diverse hiring teams composed of individuals from various backgrounds and perspectives.
    • Encourage diverse team members to actively participate in the decision-making process.
    • Promote open dialogue and challenge any biases that may arise.
  2. Bias Awareness Training:
    • Provide comprehensive training to recruiters on unconscious bias and its impact on the recruitment process.
    • Equip recruiters with tools and techniques to identify and mitigate bias in their decision-making.
    • Foster a culture of continuous learning and self-reflection.
  3. Inclusive Job Descriptions:
    • Use gender-neutral language and avoid stereotypes in job descriptions.
    • Focus on essential qualifications and skills rather than arbitrary requirements.
    • Highlight the organization’s commitment to diversity and inclusion.
  4. Diverse Sourcing Strategies:
    • Utilize a variety of channels to attract a diverse pool of candidates, including social media, job boards, and employee referrals.
    • Partner with diversity organizations and professional associations to identify and reach out to qualified candidates from underrepresented groups.
    • Consider using blind resume screening to eliminate bias based on name, gender, or other personal information.
  5. Structured Interviews:
    • Develop structured interview guides with pre-determined questions to ensure consistency and fairness.
    • Use a standardized scoring system to evaluate candidates objectively.
    • Train interviewers on effective questioning techniques and active listening skills.

By implementing these strategies, organizations can create a more inclusive and equitable recruitment and selection process. This will not only attract and retain top talent but also contribute to a more diverse and innovative workforce.

 

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