Social Justice for Equality and Diversity in the 21st Century Workplace

Social Justice for Equality and Diversity in the 21st Century Workplace
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Understanding diversity's philosophy and psychology is complicated and involves thinking about various perspectives, namely disability rights, sexual orientation, skin color, and the role of race. Also, it includes cultural competence, women's status, disproportionality in the justice system, and policy, among others. The 21st-century workplace features greater diversity than it was in previous generations. An individual who could not secure employment because of ability differences or religious differences now regularly joins others in interviews and jobs. The organization appreciates that each individual brings a new outlook and information, enhancing its decision-making and overall performance. However, evidence shows that regardless of the numerous benefits of diversity, equality still exists in the workplace, just as the social justice perspective on diversity maintains (Jacob et al., 2020). For instance, the U.K reports show that the gender pay gap prevents women's progression. Generally, the social justice perspective argues that inequality and power issues are always at play whenever there is diversity. Therefore, more evidence of what works to help guide organizations' equality in such a diverse world is needed. Discussing a topic such as diversity outcomes, factors keeping inequality in the workplace, and factors supporting diversity in the workplace, entailed in this paper, is an evaluation of the social justice case for equality and diversity in the 21st century.
Bringing diversity in the workplace is neither a trend an organization should follow nor a quote it has to meet. It is more than a social responsibility with immense benefits to the organization and the society at large. A diverse workforce consists of people of ages, gender, ethnicity, race, and suchlike. Such a force increases creativity and innovation. People with different backgrounds, experiences, and perspectives bring new ideas to the table, which improves the invention of an organization's workforce. Research shows that inclusive organizations are 1.7 times likely to be innovation leaders in the market (Brooks, Normore & Wilkinson, 2017). This is crucial in the modern world as it helps the organization be at par with its competitors. Also, diversity in the workplace improves productivity. The employers, employees, and the entire organization become more effective and efficient. Everyone in the organization is willing to keep learning and to better themselves by investing in skills. Besides, maintaining a diverse workplace helps in retaining employees. Glassdoor reports that more than 50% of employees want their organizations to be diverse (Leong, Pickren & Vasquez, 2017; Lopez-Littleton, Blessett & Burr, 2018). Many companies practice blind hiring as it helps to cut out the biases based on race, gender, religion, culture, and age of the candidates. Therefore, ensuring diversity helps improve an organization's brand and reputation globally.
Additionally, a diverse workforce improves a company's culture. A variety of statistics show that people enjoy working in a diverse workplace as it keeps them at ease a...