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Racial diversity and inclusion at work in Ireland

Siwambaza, Esther Vela (2022) Racial diversity and inclusion at work in Ireland. Undergraduate thesis, Dublin, National College of Ireland.

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This introduction will highlight the aims of this research chosen of the importance of diversity and inclusion and the way companies should adapt to this concept. Diversity and inclusion is more than just policies and procedures. It is more than just having a certain look and attraction towards the brand or business you want to promote but it is about bringing in new ideas, different perspectives, a more hospitable working environment where people from different backgrounds, race and religion can feel welcomed, included, heard, and united. This research hopes to shed some light and some thoughts on why it is vital that companies should understand the importance of workplace inclusion and diversity.

To give a brief definition of the two, diversity and inclusion though they regularly coexist, they are not the same. Businesses must thus take into account both in their goals and methods for managing their human resources. Recognising and using people's individuality in order for everyone to achieve at work is what is meant by inclusion. Everyone may feel like they belong without needing to fit in, that their contributions are recognised, and that they can realise their full potential in an inclusive society, regardless of their background, identity, or situation. In an inclusive workplace, fair norms and procedures are in place, enabling a diverse set of individuals to work well together. (Wahab & Green, 2021).

Diversity's fundamental principle is acceptance of people’s differences. It is about recognising the need of a variety of perspectives in decision-making as well as having a workforce that reflects the company's clientele. The idea of intersectionality, which asserts that everyone of us possesses several, interconnected characteristics that have an impact on our lives, takes this into account. (Wahab & Green, 2021).

Race (including colour, nationality, ethnicity, or national origin), age, disability, race (including colour, nationality, ethnicity, or national origin), sexual orientation, religion, civil status, family status, gender, and membership in the Traveller community are the nine distinctive grounds protected by discrimination law in Ireland to prevent someone from being unfairly targeted.. (Wahab & Green, 2021).

Visible and non-visible distinctions include things such as one’s history, upbringing, attitude, office culture, dialect, and language. It is crucial to understand that a "one-size-fits-all" method to people management does not guarantee that every individual is treated the same and equitably. People have diverse particular desires, beliefs, and perspectives. To meet the requirements of both people and businesses, good people management practises must be consistent, equitable, adaptable, and inclusive. (Wahab & Green, 2021).

Item Type: Thesis (Undergraduate)
Subjects: H Social Sciences > HT Communities. Classes. Races
H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Diversity
H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management
D History General and Old World > DA Great Britain > Ireland
Divisions: School of Business > BA (Honours) in Human Resource Management
Depositing User: Clara Chan
Date Deposited: 20 Sep 2022 15:00
Last Modified: 20 Sep 2022 15:00

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