In a Global Age, Equality and Diversity

The book, claims for culture, gives insights and rigorously criticizes the universal theorists' viewpoint on political democracy. A multiculturalism system that accommodates and integrates variety. The book goes beyond the oppositions that face identity politics and the entire philosophy of political democracy. The book provides a wonderful reading experience. Her model and idea of democracy are deeply entrenched and constrained by a well-synthesised moral theory, and her policy recommendations are highly influenced by philosophies and the uncompressing examination of individual identity (Benhabib, 2006). Several questions about political democracy are building up in the world meshed with series of conflicting forms of identity politics and the politics of culture. The book by Benhabib brings convergent clarity to address the contemporary debate over the question. Cultures to themselves are broken by the conflicts around their boundaries. She challenges the theorists and philosophers of their assumptions that cultures should be defined as whole, but according to her, cultures are defined wholes (Benhabib, 2006).


She argues that debate surrounding “strong” multiculturalism that views cultures as mosaic gets dominated by this faulty belief and is one with grave implications on how we imagine the injustices faced by the members of the society should be redressed and the diversity of humanity be achieved. But she brings forth an alternative approach to developing an understanding of cultural mix as continually creating, recreating and reconciling the imagined boundaries between “us” and “them” (Benhabib, 2006).


Borrowing on the political and cultural mix from the Western Europe, United States, and Canada, she develops a model of deliberate democracy that allows the contention of maximum culture within the spheres considered official by the public and also in the social fronts and the institutions championing for cultural deliberations within the civil society. She agrees with the liberals of politics that the Constitution and the universality of the legal proceedings should be maintained, but the model of deliberate democracy is a necessity in solving multicultural conflicts.


Through her analysis of the transformation of citizenship in European Union nations, she deduces that flexible citizenship coupled with certain forms of legal pluralism and the models of the power sharing of the institutions are in away compatible with the model of deliberate democracy (Benhabib, 2006). But she provides the frame that should exist for them to be compatible with the deliberate democracy that reciprocity, voluntary self-ascription and the freedom of association and exit. The book offers invaluable insights to the scholars attempting to bridge the gap between theory and the cultural politics and its practice in the 21st century.


The book is brave and beautiful grows in power and poignancy. The book rejects the view that the entire world will be mired with civilization the war of cultures. Through this, the book restored our faith in the human need to narrate the history and everyone cultural experiences. Her wonderful works build in our hope and belief that the world will converge and deliberate on the democratic process.


The topic of diversity has been popular and wide in the 21st century around the globe. It simply alludes to differences. Workforce diversity refers that promotes values at the places of work, promoting ethical working behaviors and the practices that recognize the differences that exist between people and eventually promotes employee motivation affecting performance and hence increases the service delivery to customers and the overall productivity of the firm. Today more and more corporations are experiencing diversity in the work place (Glimmen, 2012). Diversity helps organizations to determine and respect the cultural differences among people in the job environment. Understanding the political belief of the people that the company engages with on the daily or long term basis.


Changing the work force demographics


In developed countries, the birth rate is fairly low, and the aging population is absorbed more into the job market meaning people have to work at older ages. More women are involved in the workforce, and their participation is significantly felt (Sum, 2012). This has been due to more education and career opportunities that have come about because of the social economic and legal, political development in many nations.


Globalization


It is whereby firms do operate on a global basis, putting their structures and capabilities in order in a manner that enables them to address the world as a market. It fosters cross-border sales in search of markets and job avenues. Employees in this particular set are of different cultures, customs, social and political norms are prevalent in the global organization. As the workforce diversity grows due to global movements so does the complexity in social and political relations (Glimmen, 2012).


The competitive pressure


With diversity, more talents and competent workforce are attracted in the job market. Organizations uphold the values and principles of diversity attracts proven talents. The attraction of various talents in the organization leads to improvement in the design of the products or good business strategies that help the business to remain competitive and productive in the global environment.


Recognition and appreciating diversity lead to innovation. This is because the organization has a workforce that has specialized knowledge and tactical insights from almost all corners of the world or walks of life. The people are of different ages, ethnicities, sexual orientations, and races. The innovations in itself lead to comparative and competitive advantages of the organization and the country that embraces diversity in her population.


Legislation and the lawsuits of a country affect the operations of an organization. Several companies are mandated by laws to follow strict employment practices to ensure the recruitment exercise is nondiscriminatory. Failure to comply with the legal requirements results in fines and lawsuits to the organization. In avoiding lawsuits, it is vital for organizations to use a diverse workforce.


Managing the workforce diversity


Among the fundamental principles that influence the cultures of diversity to encourage and promote fair employment practices. Employees should be fairly treated based on merit and the prohibition against any discriminatory act. The fair employment standards increase the pool of labor that employers can choose and recruit from. Therefore the organization stands a chance of acquiring the most qualified personnel for the jobs. Fair treatment also ensures that the highly valued employees are retained and their motivation enhanced to boost their morale.


Offering fair opportunities of employment to the employees will achieve equality of opportunities in policies and procedures. Equal opportunities are rights based, liberal, rooted in the compliance of the law that enhances equality through merit with the attention on nondiscrimination and ensures equality for the women and other groups that may be underrepresented in the senior managerial roles. Equal opportunities ensure that initiatives concerning the policy and practices to guide the distribution of opportunities, resources among the employees based on their social group or membership.


Initiatives of managing diversity vary among companies and nations, but the underlying basic principles are the similar across the globe. Employers should eliminate all discriminatory conducts, and any form of harassment is an example of the basic initiatives (Ahmed, 2011). Discrimination alludes to a distinction in treatment or unfair consideration other than the premise of merit and legitimacy. In business organizations, it can manifest itself through sexuality, race, ethnicity, country of birthplace, conjugal status, incapacity, religion and conviction, exchange union movement, political conviction, social class, and the recovery of previous guilty parties. The working environment ought to be free of all types of discrimination.


Equal opportunities should be offered to all the potential employees or in the event of recruitment. The selection criteria of employees should be based on skills, ability and their experience despite looking at the age, gender, race or marital status. It is a requirement that all employees should have equal chances of getting training and education. The benefits should be administered fairly and equitably based on merit. Employees should also be rewarded fairly based on their performance and ability. No one merit treatment that is based on gender, race or age or any factor that cannot be justified (Ahmed, 2011).


Human beings are born with different strengths and weaknesses, and this manifests itself in the workplace. The organization needs to develop a suitable development plan about their strengths and needs which will enable them to realize fully their potential. The employers should be accommodative and responsive to individual employees, giving them time off beyond what the law stipulates and also offering them with the equipment that facilitates their work. Organizations should comply with the legal obligations to ensure there are fair employment procedures.


The government, trade unions, and employers have a significant role to play in managing a diverse workforce. Each of the parties has the duty of ensuring a fairer and harmonized society that provide equal opportunities to each member. So both the government, labor unions and employers should pay keen attention to diversity so that they can handle the issue of multiculturalism in the society.


The roles of labor unions in ensuring diversity is respected


This union is an association of laborers that have united together to accomplish shared objectives, for example, break even with circumstance at work or better workplace. Comprehensively, the union exists with a specific end goal to ensure representatives, to facilitate worker interests at the working environment and to work towards a more attractive, more equivalent society. Their reality is supported by the presumption of disparities of power amongst bosses and representatives, so workers require free portrayal and need to act keeping in mind the end goal to enhance their conditions through transactions with the administration (Ahmed, 2011).


Square with circumstances, measure up to treatment, and the battle against out of line separation is the establishment of exchange union action. Union acknowledgment is the place businesses formally consent to arrange terms and states of work with exchange unions, commonly referred to as collective bargaining. Customarily unions have been hesitant to perceive decent variety since they expected that featuring a majority of interests may undermine solidarity over haggling issues thus debilitate their impact control. In any case, unions now perceive that distinctive gatherings organize diverse issues. For instance, female laborers are more probable than male specialists to take profession breaks; minority ethnic gatherings are more probable than white specialists to take substitute religious occasions.


Fighting against discrimination


Worker's organizations help employees to battle against discriminatory conducts. It still exists these days in different structures in numerous nations. For instance, ladies and minority ethnic gatherings make a lower earning, crippled and old specialists speak to an extensive extent in low-paid, low-gifted, and low-status occupations. Many confirmations have demonstrated the accomplishment of unions that helped to enhance general pay and limited the wage crevices amongst male and female, white and dark, and amongst solid and debilitated laborers (Glimmen, 2012).


The unions, for the most part, have an arrangement articulation that pronounces a pledge to correspondence. There are additionally balance boards that give consistent gatherings in which fairness issues are examined. A few unions hold yearly uniformity meetings with a wide plan containing a scope of balance issues (Glimmen, 2012). Others hold meetings devoted to specific gatherings, including ladies, impaired individuals, lesbian and gay individuals, and dark and minority ethnic individuals. Such meetings expect to raise the consciousness of fairness issues and give a gathering in which delegates from under-spoke to gatherings can pick up understanding of exchange union procedures and strategy


Conclusion


The diversity of workforce improves the execution of the business from multiple points of view as talked about, for example, more prominent development and higher confidence among representatives prompting higher profitability. Moreover, decent variety additionally makes a workplace where representatives are deferential to each other. Discrimination is wiped out when a balance of chance is being advanced all through the association. There has been a developing number of associations' assorted variety articulations in the corporate social obligation segment of their sites; most infer that workforce diversity is an ethical issue, as well as basic to their prosperity and future manageability. Accomplishing workforce diversity is impossible by the businesses alone, it requires the exertion from worker's organizations and also the legislature. Above all, workers likewise need to participate in helping anticipate oppressive conduct by testing and revealing conceivably uncalled for or prejudicial conduct. By praising diversity, the general public will turn into a more equivalent and symphonious condition with least discrimination, and everybody can appreciate an equivalent open door.


References


Ahmed, R. (2011). The Claims of Culture: Equality and Diversity in the Global Era. Journal of Communication Inquiry, 30(1), 84-86. http://dx.doi.org/10.1177/0196859905280956


Benhabib, S. (2006). The claims of culture. Princeton: Princeton University Press.


Ceva, E., & Rossi, E. (2012). Introduction: Justice, Legitimacy and Diversity. Critical Review of International Social and Political Philosophy, 15(2), 101-108. http://dx.doi.org/10.1080/13698230.2012.651013


Glimmen, B. (2012). Workplace Diversity and Ihe Global Economy. Administration in Social Work, 24(1), 75-93. http://dx.doi.org/10.1300/j147v24n01_05


Sum, V. (2012). Workforce Diversity and Stock Returns. SSRN Electronic Journal. http://dx.doi.org/10.2139/ssrn.1957361

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