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Discussion Questions (Priya)
How can diversity in the workplace be achieved? Should there be a greater emphasis on quotas or should there be more emphasis on creating more flexible work options and opportunities for mentorship to groom potential workers?

How does critical diversity go beyond the value-in-diversity perspective in addressing inclusiveness?

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Stephanie Kilpatrick

Name, age, location and gender -  Are there other distinguishable markers that should be left off a job application? What are the downside to taking this markers off a job application?

Blind job applications are one step - what other ways could migrants and the disadvantaged by helped into the work force?

Blind job applications only help at the start of a job. Likely discrimination is faced at every step of the way, as we see in pay gaps, what other mechanisms can work places use to remove bias in the work place?

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Discussion Question Week 10

Herring (2009) argues that despite racial and gender diversity is connected with conflicts, diversity produces positive impacts on business outcomes and functioning of organisations. Is the success of multicultural organisations caused by the diversity itself? What kind of preventions and working environment could be effective to minimise conflicts and integrate diverse people? How can relatively homogenous workplaces start to hire and integrate people from diverse backgrounds successfully?

Ayumi Kamijo

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How important is diversity within the workplace and what value does it bring?

How can HR/recruiting processes support a diverse culture within an organisation?

How do you create an inclusive environment without downplaying difference?

Michael N

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Annisa Amalia

Regarding the different views on the value of diversity in workplace, what are the implications of both  affirmative and skeptical perspectives on diversity? What strategies should we employ to manage the negative outcomes of embracing diversity?

Linked to last week’s topic, how do the different views on diversity in workplace and university inform and affect intercultural policy adopted by the government?

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In light of this week's readings, consider the following scenario. A small business operating out of Dubai employs five people with one remaining vacancy. The owner is looking to hire. The current employee demographic consists of five Indian males. Two people have applied for the job, one Indian male and one Polish male. Who, in light of the work of Herring, should get the job and why? - Matthew Bennett

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Connor Syddall - 992118

Although promoting diversity levels in educational settings increases education outcomes for the institution, is it beneficial to maintain diversity levels through programs that disadvantage the majority?

Is the balance of cultural diversity hard to maintain? Is it more beneficial to rely on academic results?

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Is it righteous to believe that race and gender don't matter anymore but income and social status do?
What are the possible case studies/examples?
In terms of a "snowflake diversity", does it cancel the cultural meaning?
What are the pro/con diversity at the work place arguments?

- Irina Telipko

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Do actions and policies relating to increasing diversity within the workforce need to be targeted institutionally? How can we ensure that these policies are equitable and do not come across as stereotyping or discriminatory? For example, you only got this position because of our diversity quota.
Martin Isidro

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Do actions and policies relating to increasing diversity within the workforce need to be targeted institutionally? How can we ensure that these policies are equitable and do not come across as stereotyping or discriminatory? For example, you only got this position because of our diversity quota.

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What are the scope and impact of workplace diversity in Australia?

How international migration transforms the workplace diversity equation in Australia?
Miki

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Cheng Peng - According to Henderson and Herring (2013) and Herring (2009), having workforce diversity is beneficial to both businesses and research universities. If so, why many of the business are still reluctant to increase diversity among its workforce? Also, although governments and businesses can avoid unconscious bias during the hiring process as reported by Perkins (2016), will the the unconscious bias and discrimination easily disappear in these organizations? If not, what else can governments and firms do to reduce and prevent such discrimination, in order to be fair to all employees?

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Drawing out from the readings, it seems clear that performance is heavily linked to having a group of people that are able to bring different perspectives and experiences to the table - heterogeneity is certainly not useful in the strictest sense. Following on from this, diversity seems to be very beneficial but it seems the question remains, diversity of what? Do racial identities offer a poor heuristic of diversity? Can they be supplemented by psychometric testing? If a team is working well and is heterogenous, should diversity be added for diversity's sake?

Edward Stott

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Another interesting form of inquiry into different aspects of 'diversity' would be to look into psychological/temperamental diversity within universities/teams/workforces to determine if there is a benefit to having diversity in temperaments (agreeable vs disagreeable personality types) within a team

Edward Stott

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Week  10 questions - Hugh Binks

-          How come most of the critics of diversity are part of the ethnic and religious majority? E.g. Old white males in Australia

-          Why do some employers refuse to hire diverse employees despite the proven economic benefits of a diverse workforce?

-          Are migrants from certain countries more likely to be accepted into higher work and education positions than others?

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Hugh C 790222
Herring states that "Despite the potentially negative impact of diversity on internal group processes, diversity has a net positive impact on organizational functioning."  However Herring's assessment of 'racial diversity' does not adequately address the linguistic differences of people considered to belong to the class of 'racial diversity'. How has language been considered in this study and how do organisations see language problems as related to 'racial diversity'?

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Aside from the ethical reasons, what are the ways that a workplace and a society benefit by having a more diverse workplace? What are some ways that universities and workplaces can alter their application process to give applicants of diverse backgrounds a better chance?
Chelsea Hawkinson