Working with Ethics & Diversity in Professional Practice Social Essay

DIVERSITY IN PROFESSIONAL PRACTICE
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Diversity in Professional Practice
Diversity comprises of the differences that express the uniqueness among people, including mental ability, age, physique, socioeconomic status, gender, religion, nationality, language, ethnicity, and race, among other human characteristics (Patel, Tabb, and Sue, 2017, p. 7). In the more profound understanding of diversity in professionalism, considerations are made for the things we are not as well as those that we are. For instance, in the context of race, referring to someone as being a Black implies that they are not from the white race. Various theories by scholars and researchers have been essential in the comprehension of diversity and its overall presentation, which may be through an organizational-economical approach or the social-ethical perspective.
Social Cognitive Theory
This theory elucidates how diversity may give rise to adverse outcomes within an organization or a group of people (Nabi and Prestin, 2017, p. 8). Further, it asserts that people employ the use of categorization, which, to simplify and contend with a tremendous amount of information. Also, grouping aids in quick and easy data compartmentalization. Some of the visible characteristics which help in the formation of the categories include age, gender, and race, among others. Therefore, at the sight of a specific gender, beliefs, and automatic processing for the seen gender gets aroused. This approach has often come in handy, for instance, in the sorting of application documents where recruitment managers rely on the names to make guesses on people's gender.
Categorization is characterized by stereotyping, and the group attributes are significantly overgeneralized. In the context of merit (as in job applications), discrimination and prejudice stem from stereotyping and categorization. Consequently, the laws in many nations include chapters that support the implementation of affirmative action in the hiring process for both government and private entity jobs. There could be, for instance, rules that people employed in certain senior positions must consist of a third of each gender. Such regulations seek to reduce the retrogressive impacts of discrimination that consistently emanate from diversity in the form of gender.
Cognitive Diversity Hypothesis
While particular research works show that there is a lack of a correlation between group performance and diversity, others support the argument that a significant relationship (positive or negative) does exist. The theory concentrates on the differences existing among members of a team in the lines of experience or expertise. Many schools of thoughts support the impression that bio-demographic diversity (arising from characteristics in physical difference like gender, age, or race) may enhance performance because of the aspect of the unique cognitive attribute that comes from members of a team (Parayitam and Papenhausen, 2016, p. 3).
However, according to the cognitive diversity theory, it is imperative to acknowledge the inconsistencies that occasionally present. For example, culturally homogeneous groups typically o...