# data[].attributes.body
In module one, I explored various management styles, gaining valuable insights into the critical role management plays in the success of organizations. This experience sharpened my understanding of how essential effective management is, highlighting the diverse roles and styles that drive organizational performance.

I included the link from Forbes as it directly connects to our module on various management styles. The accompanying image effectively showcases a group of managers in a meeting, which will enhance our lesson and provide valuable visual context.

10 Management Styles Of Effective Leaders – Forbes Advisor

# data[].attributes.body
In module two, this chapter has deepened my understanding of ethics and social responsibility. It introduced me to various activities related to the topic, as discussed. Organizational culture is a concept that applies to any organization, ranging from churches to universities. I realized that I experience different cultures, whether from my church or the corporate environment I’m in.

This artifact is crucial as it highlights the significance of diversity in the workplace and delves into its profound impacts. To enhance its appeal, I believe adding a picture of a diverse group and a link to a thought-provoking article for module two would make a compelling contribution.

Why diversity in the workplace matters and how to increase DEI - Workable

# data[].attributes.attachment_link.provider_name
Recruiting Resources: How to Recruit and Hire Better

# data[].attributes.attachment_link.readable_text
We live in interesting times. The Black Lives Matter and #MeToo movements, the global rise of immigration, and large-scale political changes such as Brexit and the election of Trump, shed light on - previously overlooked - minority groups and draw our attention toward equal rights, racism, feminism and socio-economic disparities.

The workplace is not unaffected by all this. Calls for greater diversity in the workplace have increased exponentially. Now is the time for HR professionals to focus on diversity in the workplace and reinforcing inclusion not just in words, but in practice. Many are expecting to see results.

But what exactly is diversity in the workplace?

Diversity is the coexistence of people with different characteristics (e.g. race, age, gender, sexual orientation), skills and personality traits. For example, at work, we can talk about a diverse team when employees come from various cultural, academic and professional backgrounds and when there's a balance in gender, age and race. You can find more examples in our diversity in the workplace definition.

You can't build diverse teams, though, without pairing diversity with inclusion. Nor have you "won" if you now have a diverse team, because equity and inclusion are where the real work begins. Employees feel included in their workplace when they have equal opportunities during the entire employee lifecycle: from the way they're treated during the hiring process to how they're being managed, trained, evaluated and promoted.

But this can't happen automatically. To build an inclusive workplace, employers must provide those equal opportunities to all potential and existing employees. They should also revisit and improve their procedures as needed to ensure they're respectful to all people regardless of protected characteristics.

For an inclusive workplace, employers must provide equal opportunities to all potential & existing employees. They should also improve procedures as needed to ensure they're respectful to all regardless of protected characteristics.

Build inclusive hiring practices

Creating a safe and equitable workplace starts with hiring. That's why we've developed solutions to cultivate inclusivity and support diversity at every stage of the hiring process.
Build inclusive hiring practices
The importance of diversity and inclusion

Why do we care so much about DEI in the workplace, though? And why should we care? Is it simply the right thing to do or are there business gains associated with diversity?

It's both. When you try to build diverse teams, you fight discrimination in the workplace. You aim to give equal opportunities to all employees - even those (or especially those) in underrepresented groups.

We can better understand the value of diversity in the workplace with some examples of what happens when companies don't take into account diverse voices. Two diversity in the workplace articles talk about the importance of a diverse workforce when building and testing products:

These examples prove that diversity, equity and inclusion is not just about the moral aspect of it; when you add diverse voices in your teams, you learn things you wouldn't have known otherwise, you build better products and you increase equity in the workplace and beyond.

There are financial benefits, too, that motivate employers to boost their DEI efforts. Diverse companies:

Reflect societies more accurately. Societies are by default diverse in age, race, gender and socio-economic class. Therefore, organizations with diverse employees are better aligned with the demographics of the area (or areas) where they operate. On a macroeconomics scope, this means that they can better predict - and adjust to - changes in the market and local consumer behavior.

Speak to a broader audience. People usually relate to those from a similar background. So, when your employees come from various backgrounds, they can understand the needs, interests and pain points of diverse audiences, too. This gives you the opportunity to expand your messaging and promote your products and services to a larger customer base.

Get more creative and profitable. Diversity doesn't only refer to protected characteristics. There's also diversity of thought - that may or may not be a result of different protected characteristics. Employees with different experiences and perspectives can bring fresh ideas and innovative solutions to the table which, in turn, benefit the entire organization.

You can start building a business case for diverse teams for your organization with studies and interesting stats.

Diversity, Equity & Inclusion in action

A quick online search will give you lots of studies and articles on the benefits of diversity in the workplace. And while talking about diversity is a good thing, because it means we're paying attention, it's not enough. Let's take a deeper look at how companies, and particularly HR departments, can actively foster diversity in the workplace.

The legal aspect of diversity in the workplace

To promote diversity at work, there is legislation that protects minority or underrepresented groups from discrimination. There are also regulations that reinforce human rights in the workplace. For example, in many countries, employers can't fire a pregnant employee and they can't include age and gender requirements in their job ads unless it's absolutely necessary or relevant for the role. It's best to consult a lawyer to ensure that your company complies with all relevant legislation that applies in your specific location.

In the United States, Equal Employment Opportunity Commission (EEOC) is the regulatory body that enforces diversity in every work situation; for example, when employers hire, terminate, compensate, promote, and train employees. For more details, check our guides and learn what you need to do to comply with the law:

In Canada, the Human Rights Act includes a number of laws and regulations that protect people against discriminatory practices. There are also specific regulations about equal pay and the Canadian Human Rights Commission where employees can file complaints when treated unfairly.

The UK has established a similar commission, the Equality and Human Rights Commission, that provides guidance for employees and employers regarding the Equality Act 2010.

Finally, the European Union has implemented a series of non-discriminatory directives to reinforce equity across the EU. For example, the Directive 2000/78/EC is about discrimination at work on grounds of religion or belief, disability, age or sexual orientation and the Directive 2006/54/EC provides the framework of equal treatment for men and women in matters of employment and occupation.

Anti-discrimination laws are not here to pose limitations to employers. They exist so that all people have equal opportunities at work. It's important to have an official, legal context that ensures that companies treat employees objectively and respectfully, because we are all prone to unconscious bias. Also, sometimes for the sake of faster hiring, it's common to pick candidates based on convenience, i.e. based on arbitrary or even superficial hiring criteria.

In this case, diversity regulations can serve as guidelines for employers who don't just need or want to be compliant with the law, but try to actively fight all types of discrimination in the workplace. For example, take a look at these illegal interview questions - even if it's not legally forbidden to ask them in your area, it's still a good idea to avoid them so that you hire candidates using objective, job-related criteria.

The role of recruiters and HR

While increasing DEI is not one person's (or one department's) responsibility, the HR experts can take many actions to build a truly inclusive workplace. That's because they're in charge of everything that has to do with the human aspect of the company: from attracting and recruiting diverse candidates to setting the guidelines for fair treatment, management and compensation of all employees to ensure a fully inclusive workplace.

Here's how recruiters and HR professionals can foster workplace diversity:

Remove biases from hiring. From gender-neutral job descriptions to targeted, skill-based interview questions, your hiring process should be built in a way that helps you find the best people for the job - not the ones you like the most. Here are some examples from companies that are taking actions to reduce bias in recruiting, plus a few tips to get you started when you aim to create an inclusive work environment.

Look for areas of improvement. Diversity might not always be tangible, but you can still set some goals and track your progress. For example, what's the gender ratio at your company and by department? How many of your female employees have a leadership role? If those numbers are not close to your goals, you might want to invest your energy into increasing diversity specifically in these areas. Rachel Bates, who was SVP of Sales & Marketing at Workable until spring 2020, describes how she successfully built a more gender-balanced sales team, while recruitment expert Matt Buckland, at one point Workable's VP of Customer Advocacy, advises on how to hire more women in tech, a traditionally male-dominated field.

Consider the overlooked types of diversity. When we talk about diversity, we mostly refer to race and gender. But there's more than that. Some examples include age discrimination, bias against employees with disabilities, and rejection of candidates with non-traditional career paths. You should also keep in mind that there's intersectionality in the workplace, i.e. overlapping biases such as age and gender discrimination. Your DEI efforts should take into account all different types of diversity that exist in your workplace - or that you'd like them to exist.

Involve all of your team members. A recruiter alone can't build a diverse company. Picture this: As a recruiter at your company, you might be diversifying your candidate sources and screening resumes with strictly job-related criteria. But if those who're making the final hiring decision are biased, they could still reject good candidates because, for example, some candidates don't have a degree from a prestigious school. It's essential that all employees, no matter their seniority level, understand the importance of diversity in the workplace. Whether it's through bias trainings or official anti-discrimination company policies, everyone should be aware of expectations, values and appropriate behaviors in terms of mutual respect and acceptance. For example, those who're involved in recruiting should know how to document interview feedback to help their teams make well-rounded hiring decisions and all colleagues should know what constitutes unacceptable work behavior.

Why oppose diversity in the workplace?

" I want to hire people I get along with because I know we'll collaborate better. "

" When I'm actively looking to increase the number of female employees at my company, don't I discriminate against male candidates? "

" Things like religious beliefs and sexual preferences have no place in a professional setting - they only bring controversy and distractions from work. "

These are valid concerns, but not strong enough to dismiss DEI efforts from the workplace. In fact, it's quite the opposite; it goes back to building an inclusive environment where all employees feel safe and respected no matter their protected characteristics, personal opinions, backgrounds, etc.

You fight the challenges of diversity in the workplace by structuring your interview process in a way that helps you hire on merit (rather than make decisions that lead to homogenous teams) by implementing affirmative action programs to support underrepresented groups when needed, and by setting the framework for approaching controversial topics at work.

Ultimately, you want to create a place where employees are treated equally and there are no privileged and underprivileged groups, and everyone feels included.

Frequently asked questions

Why are diversity and inclusion important in the workplace?

Diversity in the workplace refers to the presence of individuals with varying characteristics such as race, age, gender, and sexual orientation. It also includes diversity in skills and personality traits. A diverse workplace is one where there's a balance in gender, age, and race, and employees come from various cultural, academic, and professional backgrounds.

How can you add diversity inclusion in the workplace?

Pairing diversity with inclusion is essential because diversity alone doesn't guarantee an equitable workplace. Employees feel included when they have equal opportunities throughout their employment lifecycle, from the hiring process to management, training, evaluation, and promotion.

What are the benefits of having diversity in the workplace?

Diversity and inclusion in the workplace offer several benefits. They fight discrimination, provide equal opportunities to all employees, and bring diverse voices into teams, leading to better products and increased equity. Diverse companies reflect societies more accurately, speak to a broader audience, and are more creative and profitable due to the diversity of thought.

What role do recruiters and HR professionals play in fostering workplace diversity?

Recruiters and HR professionals play a significant role in fostering workplace diversity. They can remove biases from hiring, look for areas of improvement, consider overlooked types of diversity, and involve all team members in the process.

Why might some people oppose diversity in the workplace?

Some people might oppose diversity in the workplace due to concerns about collaboration, potential discrimination against non-underrepresented groups, or the introduction of controversial topics. However, these concerns are not strong enough to dismiss diversity, equity, and inclusion efforts.

Need action and results in your DEI initiative?

Find diverse candidates, eliminate unconscious bias while hiring, and measure your impact.
Improve DEI

# data[].attributes.attachment_link.title
Diversity in the workplace: why it matters and how to increase inclusion

# data[].attributes.attachment_link.description
In this guide, we collect everything you want to know about diversity in the workplace: what's the value of diverse teams and how to increase inclusion.

# data[].attributes.body
In module three, I delved into the topic of globalization, which really opened my eyes to the rich tapestry of cultural differences and the nuances that exist around the world. It was a meaningful experience that deepened my understanding and appreciation for the diverse perspectives that shape our global society.

This artifact captivates me because it thoughtfully examines the advantages and disadvantages of globalization. The accompanying image clearly illustrates what globalization entails, making it an engaging and informative addition.

Globalization in Business With History and Pros and Cons

# data[].attributes.attachment_link.readable_text
What Is Globalization?

Globalization refers to the spread of the flow of financial products, goods, technology, information, and jobs across national borders and cultures. In economic terms, it describes an interdependence of nations around the globe fostered through free trade.

Key Takeaways

Understanding Globalization

Corporations gain a competitive advantage on multiple fronts through globalization. They can reduce operating costs by manufacturing abroad, buy raw materials more cheaply because of the reduction or removal of tariffs, and most of all, they gain access to millions of new consumers.

Globalization is a social, cultural, political, and legal phenomenon.

Socially, it leads to greater interaction among various populations.

Culturally, globalization represents the exchange of ideas, values, and artistic expression among cultures.

Globalization also represents a trend toward the development of a single world culture.

Politically, globalization has shifted attention to intergovernmental organizations like the United Nations (UN) and the World Trade Organization (WTO).

Legally, globalization has altered how international law is created and enforced.

On one hand, globalization has created new jobs and economic growth through the cross-border flow of goods, capital, and labor. On the other hand, this growth and job creation are not distributed evenly across industries or countries.

Specific industries in certain countries, such as textile manufacturing in the U.S. or corn farming in Mexico, have suffered severe disruption or outright collapse as a result of increased international competition.

Globalization's motives are idealistic, as well as opportunistic, but the development of a global free market has benefited large corporations based in the Western world. Its impact remains mixed for workers, cultures, and small businesses around the globe, in both developed and emerging nations.

The History of Globalization

Globalization is not a new concept. Traders traveled vast distances in ancient times to buy commodities that were rare and expensive for sale in their homelands. The Industrial Revolution brought advances in transportation and communication in the 19th century that eased trade across borders.

The think tank, Peterson Institute for International Economics (PIIE), states globalization stalled after World War I, and nations' moved toward protectionism as they launched import taxes to more closely guard their industries in the aftermath of the conflict. This trend continued through the Great Depression and World War II until the U.S. took on an instrumental role in reviving international trade.

One of the critical steps in the path to globalization came with the North American Free Trade Agreement (NAFTA), signed in 1993. One of NAFTA's many effects was to give American auto manufacturers the incentive to relocate a portion of their manufacturing to Mexico where they could save on the costs of labor. NAFTA was replaced in 2020 by the United States-Mexico-Canada Agreement (USMC).

Governments worldwide have integrated a free market economic system through fiscal policies and trade agreements over the last 20 years. The core of most trade agreements is the removal or reduction of tariffs.

This evolution of economic systems has increased industrialization and financial opportunities in many nations. Governments now focus on removing barriers to trade and promoting international commerce.

Pros and Cons of Globalization

Proponents of globalization believe it allows developing countries to catch up to industrialized nations through increased manufacturing, diversification, economic expansion, and improvements in standards of living.

Outsourcing by companies brings jobs and technology to developing countries, which helps them to grow their economies. Trade initiatives increase cross-border trading by removing supply-side and trade-related constraints.

Globalization has advanced social justice on an international scale as well, and advocates report that it has focused attention on human rights worldwide that might have otherwise been ignored on a large scale.

One clear result of globalization is that an economic downturn in one country can create a domino effect through its trade partners. For example, the 2008 financial crisis had a severe impact on Portugal, Ireland, Greece, and Spain. All these countries were members of the European Union, which had to step in to bail out debt-laden nations, which were thereafter known by the acronym PIIGS.

Globalization detractors argue that it has created a concentration of wealth and power in the hands of a small corporate elite that can gobble up smaller competitors around the globe.

Globalization has become a polarizing issue in the U.S. with the disappearance of entire industries to new locations abroad. It's seen as a major factor in the economic squeeze on the middle class.

For better and worse, globalization has also increased homogenization. Starbucks, Nike, and Gap dominate commercial space in many nations. The sheer size and reach of the U.S. have made the cultural exchange among nations largely a one-sided affair.

What Is Globalization and Why Is it Important?

In essence, globalization is about the world becoming increasingly interconnected. Countries today are more connected than ever before, due to factors such as air travel, containerized sea shipping, international trade agreements and legal treaties, and the Internet. In the world of business, globalization is associated with trends such as outsourcing, free trade, and international supply chains. Globalization is important as it increases the size of the global market, and allows more and different goods to be produced and sold for cheaper prices.

Globalization is also important because it is one of the most powerful forces affecting the modern world, so much so that it can be difficult to make sense of the world without understanding globalization. For example, many of the largest and most successful corporations in the world are in effect truly multinational organizations, with offices and supply chains stretched right across the world. These companies would not be able to exist if not for the complex network of trade routes, international legal agreements, and telecommunications infrastructure that were made possible through globalization. Important political developments, such as the ongoing trade conflict between the United States and China, are also directly related to globalization.

Is Globalization Good or Bad?

It depends. Proponents of globalization will point to the dramatic decline in poverty that has taken place throughout the world over the past several decades, which many economists attribute in part to increased trade and investment between nations. Similarly, they will argue that globalization has allowed products and services such as cellphones, airplanes, and information technology to be spread far more widely throughout the world. On the other hand, critics of globalization will point to the negative impact it has had on specific nations' industries, which might face increased competition from international firms. Globalization can also have negative environmental impacts due to economic development, industrialization, and international travel.

How Does Globalization Impact Society?

Globalization has had a large impact on societies around the world, leading to massive migrations from rural to industrial or urban areas, leading to the rapid growth of cities and trade hubs. While this has led to an overall increase in incomes and a higher standard of living in general, it has also led to problems of urbanization including crime, domestic violence, homelessness, and poverty. Concepts of national identity, culture, and consumption patterns also change as goods from around the world become increasingly available and at low prices. The competitiveness of global capitalism may also lead to more individualistic ideals that contradict the cultural orientations of certain, more collectivist societies.

What Is an Example of Globalization?

A simple example of globalization would be a car manufactured in the U.S. that sources parts from China, Japan, S. Korea, Sri Lanka, and South Africa. The car is then exported to Europe, where it is sold to a driver who fills the car's gas tank with gasoline refined from Saudi oil.

# data[].attributes.attachment_link.title
Globalization in Business With History and Pros and Cons

# data[].attributes.attachment_link.description
Globalization is the spread of products, investment, and technology across national borders and cultures.

# data[].attributes.body
In module four, I gained valuable insights into bias and the decision-making process, which have significantly enhanced my ability to make rational decisions in my personal life. Additionally, the lessons on planning have deepened my understanding of its critical role in achieving success.

This artifact is noteworthy because it provides valuable insights and enhances my understanding of the concepts covered in this module. The accompanying image resonated with me, illustrating the significance of rational decision-making and planning in our processes.

Rational Decision Making Model | Overview, Steps & Examples - Lesson | Study.com

# data[].attributes.body
Working in a corporate environment has given me the opportunity to observe firsthand how Module Five has deepened my understanding of various roles and functions. While on the job, I noticed the different management styles that supervisors and managers employed with their teams. This insight is invaluable, as it highlights how effectively leveraging these elements can contribute to greater success.

I’ve included a YouTube video that effectively breaks down the module's key points and provides insightful examples. Additionally, I've attached the Business News Daily blog, which offers a clear analysis of the organizational structure. This combination will enhance your understanding of the material.

What Organizational Structure Is Right for Your SMB? - businessnewsdaily.com

https://youtu.be/LCAAivdxVTU

# data[].attributes.body
In module six, we explored crucial topics such as employee verification, the hiring process, and employee development. As I aim to pursue a career in HR, this comprehensive overview has greatly enhanced my understanding of the entire process. The module also provided valuable insights into performance evaluations, an essential aspect of my current job. This knowledge will undoubtedly serve me well in my future endeavors in human resources.

I've included a compelling YouTube video and an insightful article that clearly highlight the critical role of the hiring process and employee development in Human Resources (HR). These resources effectively underscore why prioritizing these aspects is essential for organizational success.

Human resource management - HBR

https://youtu.be/A2HFusWQIeE

# data[].attributes.body
In module seven, we delved into the fascinating world of leadership styles, which gave me a deeper appreciation for the distinctions between transactional and transformational leaders. This exploration opened my eyes to how each style impacts motivation and team dynamics, making it clear just how crucial effective leadership is in driving success.

I've included an engaging YouTube video that clearly explains the differences between transactional and transformational leaders. The accompanying article effectively breaks down various leadership types, making it a fascinating read. This content aligns perfectly with what we've been learning in this module!

https://youtu.be/3rmttW99KDY

Finding Your Leadership Style: Transactional vs. Transformational | AMA

# data[].attributes.body
In Module Eight, we explored the concept of control, focusing on its application in strategic, tactical, and operational contexts. This study has enhanced my understanding of the different methods by which organizations can maintain control at these various levels.

I've included this artifact link, which effectively explains the various types of control and features an illustrative image to clearly depict the different levels.

15.4: Types and Levels of Control - Business LibreTexts