Annotated Bibliography: Adversity And Diversity

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Annotated Bibliography
Caitlin Alexander, LaKeisha Givens, David Lindke, William Miller, Raymond Rodriguez, Shawna Silva and Jason Streger
Liberty University Statement of Topic
Day and Greene (2008) suggest that “proactively including sexual orientation in diversity policies is sound business strategy” (p. 650). This paper will seek to provide a perspective on the correlation between Religious discrimination of sexual orientation in the workforce with specific attention given to; the potential roles of conservative religious groups in aiding a culture of exclusiveness, explore implications for principles of Christianity and inclusion or exclusion and finally the role the strategic HR function plays in supporting a culture of inclusiveness
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This article contributes significantly to the topic of diversity because not only does Patrick discuss how diversity management can lead to more committed, better performing, more satisfied employees, but he offers a tool he developed through a study to do so which was found to be reliable and valid. Harold Andrew Patrick (2011) looks at diversity programs and the impact good diversity programs can have on an organization. Patrick uses a study which was made on a survey of 350 employees’ from the top 15 information technology organizations in India, to develop a questionnaire to find out barriers to workplace diversity and suggest strategies to enhance diversity and inclusiveness.
Strauss, J. P., & Sawyerr, O. O. (2009). Religiosity and attitudes toward diversity: A potential workplace conflict. Journal of Applied Social Psychology, 39(11), 2626-2650.
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Von Bergen, Ph. D., is Professor of Management at Southeastern Oklahoma University. In this article, he and his colleagues explore the differences of classical and neo-classical tolerance. Bergen states that no one can operate on such polarizing ends of the tolerance spectrum and that a medium of authentic tolerance must be met. Authentic tolerance allows for an individual to respond respectfully to a difference of choice or lifestyle between another person, without being forced into acceptance of an opposing view. Neither classical nor neo-classical tolerance allow for a respectful conversation to happen, thus making them both intolerant. Authentic tolerance is already being practiced around the world. Berger makes his final case by stating “[t]olerance of persons must also be distinguished from tolerance of ideas” (p. 116). Businesses must encourage authentic tolerance in order to spark conversation in the workplace regarding cultural, ethnic, or lifestyle

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