Based on the semantic and substantive component of the concept, it is necessary to emphasize that equality means accessible rights and opportunities for realizing one’s potential, regardless of gender, age, religious beliefs, and sexual orientation. Indeed, everyone deserves an objective, honest, respectful, and fair attitude towards their person, and in my opinion, many will agree with this statement. For example, Albert Einstein once said: “Before God, we are all equally wise, and equally foolish.” All people are equal before God, and God loves all people equally. He accepts and rejects someone, but He loves the accepted and rejected equally. An inclusive approach, a qualified distribution of employee opportunities, and ensuring equality in the workplace are critical to the company’s prosperity. Moreover, these aspects determine good relations between employees and superiors and increase the efficiency and quality of work in the company in which equality reigns (Hideg & Krstic, 2021). According to research, it is noted that if employees feel a friendly attitude towards themselves and are aware of the vast abundance of opportunities provided to them, then they develop a sense of loyalty and commitment to employers (Mulgund, 2022). They are the most active and productive and show great responsibility for the performance of their official duties. This paper will present the fundamental concepts of the importance of promoting equality, fairness, and inclusivity in the workplace. Additionally, I will explain the possible consequences of taking these points on both employees and the company.
The Advantages of Equity in the Workplace
The source maintains that equity in the workplace is highly beneficial because its existence allows for access to opportunities. It helps to create a positive environment that is conducive for both the employer and employee to achieve their best results. Some of the benefits of equity are employee retention and attracting top talent, encouraging achievement and motivation, and demonstrates a deep and diverse culture that promotes competitiveness and high morale. Overall, an equitable company is one that has a broad perspective and can achieve success through its employees that are feeling valued and satisfied.
The source comes from a popular business guide website which has many credible contributors. The website is not academic or scholarly, nor does it offer the sources of its information. However, the information posted in articles generally reflects accurate information. This can be used for the speech to help create an outline on the critical benefits of equity in the workplace. It offers a simple but interesting explanation regarding each aspect, making key connections how each benefit or outcome of equity in the workplace relates to each other as well as the overall business success.
Diversity in the Workplace Statistics You Need to Know in 2022
The source offers a range of statistics regarding diversity and equity in the workplace. It highlights that education is critical, and that minorities are less likely to graduate with a degree, making them susceptible to missing out on opportunities. Compared to 68% of white Americans, only 39% of Hispanics and 55% of African Americans have the education, skills or competencies to access good jobs. Another metric highlighted is how crisis such as the COVID-19, disproportionately impacts women and minorities, such as women accounting for 54% of global job losses and 44% of black and 61% Hispanics saw job and wage loss. There are positive statistics as well such as 69% of executives focus on diversity and inclusion as a critical issue and companies that are inherently more diverse are 35% more likely to outperform competitors and 70% likely to capture new markets.
The source is an organizational website which works with small and large companies to offer targeted employee education, but it also releases periodical articles on a range of key issues in the business world. The sources for each statistic are offered via hyperlink and most lead to respectable organizations and publications, highlighting credibility. This data can be highly valuable when making a persuasive speech, as all the theoretical and abstract concepts are better supported when there are statistics to back them up. Therefore, these numbers will be used to justify the thesis and defend against any potential counterarguments, solidifying the persuasion aspect.
The Quest for Workplace Gender Equality in the 21st Century
The article argues that inequality which persists in many companies and institutions can be addressed by using the industrial-organizational (I-O) perspective. The article focuses specifically on gender inequality, which it reviews the history of and breaks it down. Using the I-O concepts, the article suggests that the inclusion of women in leadership among companies goes beyond business needs, but becomes a social responsibility. It also offers a suggestion, that instead of institutions documenting instances of bias, to focus on solutions. One of which, may be socially unpopular, but to involve men and their experience when forming means to reduce inequalities for women.
The source is an article in a scholarly peer-reviewed periodical and published on the APA page. It has high credibility and research impact. The information in the journal article can be used to offer a scholarly perspective on gender inequality, one of the major societal issues. It examines the problem and proposes ways that it can be resolved from a social psychological point of view. There are also points where it emphasizes the benefits of equality of genders in the workplace, benefiting the primary thesis argued in the persuasive speech.
Importance of Distributive Justice, Procedural Justice and Fairness in Workplace
The article’s main focus is on the concept of distributive justice in the context of organizational justice and workplace environments along with employee relations. Since employees are the most critical asset to most organizations, their motivations, work, and efficiency are directly correlated to the success of the organization, regardless private or public such as schools and hospitals. Fair treatment and equity in allocation of resources within social systems drives perspectives on whether organizations and their processes are transparent. The study emphasizes the importance of fair treatment of employees in the workplace and its outcomes as well as behavioral tendencies towards unfair treatment, with implications of distributive and procedural justice theoretically.
The source is a scholarly published source; it is published in a small but peer reviewed international journal highlighting its credibility. The main takeaways from this scholarly article are the theoretical perspectives it offers on justice and applications to fairness in the workplace. It offers an insightful discussion on the perceptions, realities, and expectations of fairness and equity in the workplace. It also discusses the outcomes, negative and positive to both contexts, when fairness is present or when it is missing. This information will be highly beneficial in developing the persuasive argument for conceptual fairness and equity, with the impact it has on employees and the business.
The Important Difference Between Workplace Equity and Equality
The article distinguishes the key differences between equality and equity. Equality is the equal treatment of everyone in the workplace with the same rules, privileges, benefits, and regulations. Meanwhile, equity takes into account demographic factors and other distinguishing characteristics, with the emphasis that everyone is treated fairly. Furthermore, taking the needs of each group into account, the differences between them are compensated to provide an equal level of accessibility or opportunity. The article emphasizes that it is a four-step process to reach workplace equity which is the ultimate goal. First it is diversity, such as hiring more minorities, then inclusion, such as promoting participation and offering more opportunities for leadership. It is followed by equality, where all is equal but there are still differences due the inherent starting points, and then it reaches equity.
The source is from an organizational website, non-academic but focusing on talent management and HR, so it does seem to have some perspective on the topic and workplaces. The article is extremely insightful as equity and equality are generally used interchangeably, while there are evident differences. Some major points from this article will be used in the persuasion speech, including emphasizing the difference between the two concepts, and how it is a path to reach that equity in the workplace, along with the resources needed to achieve that. While many other sources talk about the benefits of having equity in the workplace, this source attempts to emphasize how to reach it.
References
Chron Contributor. (2021). The advantages of equity in the workplace. Chron.
Diversity in the workplace statistics you need to know in 2022. (2021). InStride.
Hideg, I., & Krstic, A. (2021). The quest for workplace gender equality in the 21st century: Where do we stand and how can we continue to make strides? Canadian Journal of Behavioural Science/Revue Canadienne Des Sciences Du Comportement, 53(2), 106.
Mulgund, S. (2022). Importance of distributive justice, procedural justice and fairness in workplace. International Journal of Management and Humanities, 8(6), 1-6.
The important difference between workplace equity and equality. (2020). Kelly Services Inc.