How leaders influence Inclusivity and Diversity in the workforce
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.
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.
Sample Answer
Sample Answer
Title: The Role of Leaders in Influencing Inclusivity and Diversity in the Workforce
Introduction (100 words):
In today’s rapidly evolving business landscape, cultivating a diverse and inclusive workforce has become a strategic imperative. Diversity encompasses a broad range of dimensions, including but not limited to age, gender, race, ethnicity, socioeconomic status, sexual orientation, and physical ability. Inclusivity, on the other hand, focuses on creating an environment where individuals from diverse backgrounds feel valued, respected, and empowered to contribute their unique perspectives. Effective leaders play a crucial role in driving inclusivity and diversity within their organizations, as they possess the power to shape policies, influence behaviors, and champion the importance of inclusivity and diversity.
Body:
1. Setting the Tone from the Top
Leadership is vital in fostering inclusivity and diversity from the moment individuals join an organization. Leaders should not only pay lip service to diversity initiatives but genuinely embrace these values and demonstrate them in their actions. By consistently advocating for inclusivity and diversity, leaders create a guiding compass for the entire workforce. A study conducted by Gupta and Bhawuk (2010) demonstrates that leaders who demonstrate commitment towards diversity management programs significantly influence the successful implementation of diversity initiatives.
2. Eliminating Bias in Recruitment and Promotion
Leaders play a critical role in reducing bias in recruitment and promotion processes. By encouraging HR departments to implement blind recruitment practices and introduce diverse interview panels, leaders can ensure that candidates are assessed solely on their qualifications, skills, and experiences, rather than factors such as race or gender. Research by Dobbins and Platz (1986) found that leaders who proactively engage in hiring and promoting a diverse workforce experience higher job satisfaction, employee morale, and inclusive organizational culture.
3. Encouraging Employee Resource Groups
Leaders should actively support Employee Resource Groups (ERGs) or Affinity Groups within their organizations. ERGs provide employees a safe space to connect with colleagues who share similar backgrounds or experiences, fostering a greater sense of inclusion and belonging. By endorsing and allocating resources to these groups, leaders demonstrate their commitment to inclusivity and diversity. According to a study by Prasad and Prasad (2010), leaders who encourage ERGs see the implementation of more effective diversity strategies and improved levels of employee engagement.
4. Investing in Inclusive Leadership Development
Leaders must continuously develop their own inclusive leadership skills to effectively lead diverse teams. Inclusive leadership involves actively seeking diverse perspectives, valuing differences, and creating an environment where everyone feels safe to speak up. By investing in inclusive leadership development programs, leaders not only enhance their own capabilities but also inspire their team members and subordinates to follow suit. A study by Gardner et al. (2011) found that leaders who display inclusive behaviors positively impact employee job satisfaction and organizational commitment.
5. Holding Leadership Accountable
Creating an inclusive and diverse workforce requires leaders to hold themselves and their teams accountable for promoting and practicing inclusivity on a daily basis. Leaders should set meaningful diversity goals and regularly review progress towards achieving them. They must also foster open communication channels where employees can provide feedback on their team’s inclusivity efforts. Research by Swim et al. (2009) suggests that leaders who make diversity a priority and hold themselves and their teams accountable for inclusive behaviors experience higher levels of employee commitment, creativity, and innovation.
Conclusion
Leaders have the power to influence inclusivity and diversity in the workforce through setting the tone from the top, eliminating bias in recruitment and promotion, encouraging Employee Resource Groups, investing in inclusive leadership development, and holding themselves accountable. By consistently championing these values, leaders can create a culture that fosters inclusivity, supports diversity, and enables individuals to harness their unique strengths. Organizations that prioritize inclusivity and diversity not only foster greater employee engagement but also benefit from broader perspectives, increased innovation, and improved business outcomes. As such, leaders must embrace their pivotal role in driving these essential initiatives.
