Diversity In Organizations Paper

In the article titled “White Privilege: Unpacking the Invisible Backpack” Peggy McIntosh defines white privilege as an invisible backpack that holds advantages unknowingly utilized by white individuals (McIntosh 1). McIntosh also compares male privilege with white privilege and draw upon the similarity of obliviousness by each participating party (i.e. males or white individuals). McIntosh summarized this on page 5 stating, “[i]t seems to me that obliviousness about white advantage, like obliviousness about male advantage, is kept strongly enculturated in the United States so as to maintain the myth of meritocracy the myth that democratic choice is equally available to all” (5). The end of the quote speaks to the invisibility of white privilege as a way to uphold the belief that everyone is equally capable of making his or her own choices. Confirming this, McIntosh explains that society educates and trains white individuals to accept their advantage as normal. Thus, white individuals become unaware of their advantages in everyday life. McIntosh gives 26 examples of these advantages experienced in her everyday life as seen by friends, acquaintances and an African American co-worker (2). Finally, McIntosh

In society, social privilege is bestowed upon particular individuals at birth- typically on the merit of characteristics that individuals have little or no control over, including: race, gender, nationality, physical ability, etc. (Black & Stone, 2005). Though these traits may seem arbitrary they bare very real social consequences and shape individual life experiences (Black & Stone, 2005). Racial privilege is rooted in a history of white supremacy and Eurocentric ideologies of early North American settlers (Black & Stone, 2005). Classically, this privilege has been discussed in the context of a white/black dichotomy, however, this is inaccurate given that members of all racial groups are affected by racial privilege or the lack thereof (Black & Stone, 2005).

Looking at a worldwide established company such as Microsoft, diversity is a major aspect that they adhere to. This is because, being an international company, it needs set standards that other companies look up to. A wide range of people from different

The way in which an organization tackles diversity determines its negative or positive outcome. All the 5 companies agreed that diversity has contributed to their success. Some barriers were identified in managing diversity like the difficulties faced by women in managing the work and family, fear of discrimination, resistance to change, diversity is not seen as an organizational priority, resistance to change and unsupportive working environment for diverse employees. Diversity contributes to more productivity but if not properly managed could hinder success.

White (male) privilege comprises of having more access to resources, having normative assumptions of self-worth, and escaping consequences like being discriminated against just on the basis of one’s race (Neville, Spanierman, & Lewis, 2012). There are seven core components of White (male) privilege (Neville, Spanierman, & Lewis, 2012). The first core component is that While (male) privilege differentially benefits Whites on the basis of social group membership, including class, gender, and sexual orientation. Further, differentially benefits Whites, means that Whites benefits vary based on their social membership group. An example

Privilege is often seen as special rights granted to individuals either on behalf of merit or through unwarranted means. In their writings, Johnson (privilege, oppression, and difference) and Peggy McIntosh (White Privilege: Unpacking the Invisible Backpack) discuss their views on the impact that privileging specific social groups has on society. The concept of whiteness in America is often overlooked or unaffiliated with discussions concerning racial dilemmas. Whiteness and white privilege perpetuates racism due to its normalization in society which in turn serves as an agent of how other non-white people are treated.

important for the management to clearly articulate the organization’s definition of diversity to include the

The concept of white privilege helps to highlight the hypocritical nature of the American ideologies of democracy and meritocracy. Ask yourself: Do we live truly in a democratic system if the voices of our nation’s disenfranchised people are not heard? Or are we truly a nation that functions on a meritocratic system if every person-- regardless of socioeconomic background or race-- is not given the same opportunities for development? The concepts of white privilege and male privilege, as used by McIntosh, are meant to unveil the hidden schemes of American ideology.

The main problem that will be addressed in this paper is white privilege. We will look into how white privilege has been constructed today and throughout society. Due to the fact that we cannot see white privilege many find it hard to understand and even harder to wrap their head around it. White privilege, however doesn’t just happen in the education system, rather it happens in our daily lives and at our place of work. This means that people are being paid less because of their race and others are being treated unfairly and without equal respect. When have white privilege, people have a certain power over the society that we

In the chapter, Jim was white, tall male, he got football scholarships to go to college. Being a white tall male is a privilege. It made it so easy for Jim to work hard and get to higher potions in his career and make more money. When there could have been a white woman or a Black male that work as hard as Jim but did not get higher positions or higher payment as Jim. From the reading, I understood that it is difficult for non-privilege people to be where Jim is at. Because they are not as privileged as Jim. Privilege people would have to work twice or more than twice as hard than privileged people to show their leaders or bosses that they are capable of being in charge.

American society consists of many equal races, yet people believe that as a white American, I am more privileged than others. However, I have learned that race is not the only factor that determines my status or position in life. In addition, the concept of white privilege is not as prominent in younger generations. Despite the assumptions made by others about the privileges whites are given, there are circumstances where being white negatively impacts me.

In some workplaces in the United States, there appears to be a lack of diversity amongst employees. Although it might not be intentional, an example of this can be seen in college campuses. “While the numbers of undergraduate and graduate students of color on college campuses have risen over the years, the growth in the numbers of faculty of color has lagged far behind” (Antonio, 2003; Villalpando & Delgado Bernal, as cited in Jayakumar, Howard, Allen, and Han, 2009). Having a more diverse faculty and staff would increase the sense of connection among others, as well as decrease the amount of privilege certain groups have over others. Employees would be able to see things from different types of perspectives, rather than one point of view. According to Nancy Cantor, a former college administrative officer in Michigan, "Diversity really is intellectual and social diversity, and that is what interdisciplinarity does.

The significance about these claims is the concept of "privilege" and how its dissenting power can have a negative impact predominantly on those who are not privileged. To discuss, "white privilege" is an example and this concept is a struggle towards those of a different race. Those who identify as white need to understand that their race grants them enough competence to progress. In contrast, those of a different color have to prove themselves repeatedly to be accepted within systematic constructs. With that, white fragility is a supplemental burden in which specifically white people have

The research into racial inequality has mostly focused on the disadvantages experienced by the oppressed group. As the field continues to grow, it has become increasingly important to examine the privileges experienced by Whites (Bonilla-Silva, 2006). But to effectively examine this, the White individual must accept the fact that White privilege and racism still very much exist in the United States and how it affects all aspects of our culture and institutions.

So what does diversity mean in today 's corporate world? Many organizations have rapidly become