Racialised and Gendered Barriers in Diverse Settings Essay

Racialised and Gendered Barriers in Diverse Settings - Essay standardThat means, it not only includes the traditional categories of race and gender, but also people with disabilities, various sexual orientations, and another(prenominal) non-traditional categories considered having motley of thought or those from different disciplines, college degrees, socio-economic backgrounds, etc. However, many organizations and professional c beers still remain hell-bent in embracing diversity and maintain barriers for full inclusion to be carried out. This paper attempts to answer the question, To what point and in what sense can we say that professional and managerial careers are gendered and racialised? It was Rev. Martin Luther King Jr. who godly the concept of diversity when he advocated that character is what makes a person and not his skin color. This propelled lawmakers to come up with laws that provide bear on opportunity to all (Mor Barak, 2000). These laws have been designed to protect any maven(a) from discrimination for their gender, marital status, pagan background, race, age, disability, religion and other factors that may point out ones difference from the rest of the mathematical group. represent opportunity is a means by which a person receives equal access in society. relate opportunities approach is premised on the principle that all people can avail of certain rights or privileges such as education, employment, health care or other welfare services without any discrimination or any preference whatsoever. The evolution of the workforce to include a more diverse population has highlighted approximately prejudices that mark resistance to move from more stereotypical roles. Even in todays politically correct surroundingss, prejudice and stereotypes prevent the successful implementation of inclusive policies at the workplace. Such obstacles usually suffered by women, older adults, ethnic and racial minority groups, homosexuals and the disable d include lack of support in their career planning, guidance of these nontraditional employees that is necessary for job advancement and a lonely and unsupportive work environment (Morrison, 1992). In effect, equal opportunities are not provided for all. Although there are different organizations that apply various equal opportunity practices that provide fair conditions for all their processs in the process of employment and work (Equal Opportunities, 2006), managerial positions are usually reserved for men coming from the majority cultural group. For example, in a UK organization that subscribes to diversity and inclusive work environments, British men usually hold the top management posts. This may pass one to conclude that managerial careers are gendered and racialised. One explanation for maintaining racialized top management positions may be attributed to fidelity to ones culture. Hofstede (1994) defines culture as the collective programming of the mind which distinguished t he members of one human group from another Culture, in this sense, includes systems of values and values are among the building blocks of culture (p.19). From this definition, one can perceive how much influence culture has on people. Such a definition is paralleled to ethnocentrism. The Oxford slope Dictionary (OED) defines ethnocentrism as regarding ones own race or ethnic group as of supreme magnificence (1989, p. 424). This is common especially when managers think highly of the values and level of skills their racial group upholds. Each members effectiveness and efficiency are dependent on social and cultural standards and skills of the group. This narrows down the groups views to their own culture and discourages them from being