Diversity and inclusion awards aim at a single or a group of individuals whose success is independent of their usual everyday job (Harvey & Allard, 2015). However, such employees have a continuous way of showing and embracing personal inclusion and diversity passion. Diversity and inclusion are crucial aspects of day to day retention and recruitment strategy. Diversity is a human quality that comes from racial, religious, work experiences, among other differences (Harvey & Allard, 2015). Inclusion is embracing each employee by valuing and respecting them and giving them a chance to reach their full potential while also benefiting the firm.
However, estimates have shown that employee affinity, as well as resource groups, are not so common when it comes to religion unlike for the case of race, sex and national origin for diversity awards winning organizations. In my opinion, the reason behind this is that most of the diversity awards winning profit companies prioritize growing minority groups and ethnicities as well as the disabled. They, however, do not look into increase the employee numbers who adhere to some religious groups range because to them, religion is not a diverse issue. This is due to legal restrictions on posing questions concerning the religious identity of the applicant during the process of carrying out an interview. These restrictions, together with other discomfort issues concerning the misconceptions and topics about the legal requirements around religion, have demoralized firms from faith in the conversation of diversity.
Another reason is that religion in its evolutionary process has been overlooked and it’s contributing potential to inclusion. Most of these award-winning diversity firms feel that if they approve the request of an employee for an employee resource group that is based on faith, they will face request explosions for other issues, including accommodations.
Conclusively employee resource groups in religion are not typical for many diversity winning organizations. This is because of the inadequacy of the companies in exploring the potential of religion when it comes to business goals advancement, inclusion and diversity. Also, even if the firms identify the potential of employee resource groups based on faith in the diversity and inclusion contribution, they still strain to select the most appropriate faith-based employee resource group for their implementation.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: readings, cases, and exercises. Pearson.
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