Divergent Paths, Workplace Equality

The Impact of Workplace Equality in the Society
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Workplace equality refers to the total eradication of discrimination and equally upholding social justice, irrespective of the individual’s position in the organization or company. Communications and actions of an individual should not be influenced by characteristics, including race, culture, and gender (Hart, 2010). Based on literature analysis, it has been noted that promoting workplace equality is one step to improve the situation of marginalized peoples in society.
The individual’s race traces the origins of his culture and the lack of diversity in some workplaces, specifically in Western countries, enhances the “white privilege,” degrading the races and cultures of the others. The act results in a misrepresentation of the minority and it is carried out from the workplaces to the homes of the employees and eventually, the ideologies are passed on to their children, whose ideations will foster in future societies. Adeniran (2020) discussed the lack of diversity in the legal profession, such that the members hope for a culturally diverse community but this is hindered by the non-existence of inclusion of the people of color in actions, communication, and decision-making. Ten years ago, only fifteen percent of the professionals work in the legal field and among them, only five percent are Black attorneys, comprising the biggest percentage of the people of color in the profession (pp. 407-408). Based on a survey, this event, as answered by the people of color, is secondary to the following, arranged in descending order: implicit bias, absence of sponsors, non-existent, critical mass, and exceptionalism. Conversely, the whites revealed that the factors are as follows: implicit bias, lack of critical mass, absence of mentors, and deprivation of sponsors (p. 416).
The absence of racial and cultural diversity in this field means the lack of representation of all kinds of clients, resulting in great injustice and the absence of full understanding of the cases of other races. This is secondary to the misrepresentation of the “whites” to the complex cases of other races, that require innovative ideas to counter the discrimination and disobedience to the rights of the protected classes (Adeniran, 2020, pp. 407-408).
Solutions have been presented. However, many of the whites treat the complaints or present solutions as a personal attack. Instead of agreeing to open communication, the implicit bias of the Whites makes it extremely difficult for the peoples of color to obtain social justice in the workplace (Adeniran, 2020, p. 422).
Gender equality is another issue in the workplace. Mayer & Cava (1993) applied this in the context of Japanese companies, which are largely patriarchal. Women are regarded as vulnerable, whose functions are mainly household chores and the opportunity to handle circumstances on a first-hand basis is stolen. Over centuries, women are regarded as supportive tools for men to function properly in society. In turn, the ...