Running head: WORKPLACE DIVERSITY 1

Workplace Diversity

Name

Institution

Date
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Workplace Diversity

Diversity has become the basis for ensuring quality performance within any business

organization. Many businesses intending to promote appreciable response to the exchange of

cultural understanding embrace diversity in handling their decision making processes. For that

matter, diversity is normally achieved through an establishment of different options in a single

environment. Ideologically, the appropriate definition of the term “diversity” is a variety of things,

issues, people, or an element within a single environment for a common objectivity in handling

given issues. In this essence, the existence of a diversified workplace is achieved through a

collection or a mixture of ideologies or skills resulting from different cultural, skills, and

professional understandings within a given environment. Therefore, as far as the true meaning of

diversity is concerned, the best approach that would positively influence the articulation of

diversity within any working place would encompass ensuring employees with different cultural,

skills, and professional understanding (John, Alison, Shanna, M. Ronald, & Heather, 2018).

The chosen career, in this case, is criminal justice. Demographically, the engagement of

Haiti criminal justice have been based on several factors. Among such factors include violence

and property crimes. As far as the property crimes in Haiti is concerned, it is demographically

proved that only 1.1 percent of the younger population receives victimization violence in the year

2014 (Jennifer & Lynn, 2015). Moreover, it was acknowledged in the year 2014 that an estimation

of 1.2 million people serious violent victimization. Relevantly, according to the Haiti criminal

justice department, it is evident that an estimation of about 10.4 million households experiences

property discrimination. However, concerning the violent crime, it has been proved that almost 46

percent of the Haiti population reported to the police to report criminal related cases. In this

essence, following the achieved demographic result in handling criminal justice actions in Haiti, I
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would enjoy the minority in fitting into the demographic. Meaning, entering the career of criminal

justice would be the most encouraging attempt in enhancing my professional commitment within

the country. Particularly, following the nature of the problem exhibited by the criminal justice

career, the career engagement would ensure appreciable concern to the demographic relationship

among the societal population. Therefore, the engagement on the criminal justice career will

motivate my dream of ensuring that there is a peaceful relationship among the diversified

population structure within the country.

As far as the diversification influence within a workplace is concerned, the capability of

the achieved demographic factors like the cultural misunderstanding interfering with my legal

relationship within a working place cannot be fully guaranteed. Reason being, even though the

existence of cultural misunderstanding would be a matter of concern within the company, the

established ethical codes would not allow for the existence of any illegal conduct from the

culturally-diversified workforce within the particular working environment (Stan & Brent, 2013).

Therefore, I think I might not face discrimination in any manner, within the workplace because of

the existence of some demographic as the cultural misunderstanding. For that matter, the fact that

a proper ethical compliance would also promote appreciable relationship within a diversified

working environment makes me feel awesome. Of course, there are other demographic related

factors that would have some comprehensive privilege to my relationship status within the working

environment. Among such demographic factors include the race.

Being originally from Haiti, I would not be fully subjected to any form of hatred or

relationship irregularities that would result from the effects of diversification within the workplace.

However, even though I will be in a position to enjoying many privileges as far as my relationship

with non-natives are concerned, that will not be a full guarantee that I will have a good relationship
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with the rest of the work colleagues (Stan, Shawn, & Brent, Chapter 3: Criminal Justice Educators:

Ethical Issues in Teaching, 201). In that, I will be lacking an opportunity to engage in a better

relationship with other colleagues of other non-native cultural influence. Of course, it is obvious

that I will be over proud of the demographic privilege over other employees of the direct cultural

understanding. For example, is that the other employees will not be able to communicate perfectly

in the Haiti French language, I will always be given a considerable focus on the organizational

management system. Such privileged focus will install hatred from the other working colleagues

who would feel less regarded in some of the organizational concern due to their cultural

affiliations. Therefore, much must be engaged in ensuring that such aspect of hatred does not exist

among a diverse workforce.

Personally, I would motivate my adherence to the organizational ethical codes. Moreover,

professional compliance in motivating my relationship with the other colleagues will be the

ultimate option. Here, I will apply my professional understanding in ensuring concrete adherence

to the ethical compliance within the working environment. With this, every individual will be

entitled to articulate a conduct that promotes ethical compliance within the working environment.

As a result, every worker within the company will feel equal and properly incorporated as a team

in handling the objectivities of the organization (John, Alison, Shanna, M. Ronald, & Heather,

2018). In fact, being that I would be highly privileged culturally, I would promote professional

understanding in articulating the privilege for ensuring a positive working relationship among the

team members. I will act as a potential role model by using the privilege of acknowledging the

team members to have a common working goal. In that, love and unity will be the product of the

achieved privilege among the team members within the working environment.
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References

Jennifer, L. T., & Lynn, L. (2015). Criminal Victimization, 2014. U.S. Department of Justice.

John, E. B., Alison, V. H., Shanna, R. D., M. Ronald, B., & Heather, J. A. (2018). Beyond banning

the box: A conceptual model of the stigmatization of ex-offenders in the workplace. Human

Resource Management Review, 28(2), 204-219.

Stan, C., & Brent, E. T. (2013). Chapter 1: Ethics in the Criminal Justice Professions. Ethical

Justice, 1-19.

Stan, C., Shawn, M., & Brent, E. T. (201). Chapter 3: Criminal Justice Educators: Ethical Issues

in Teaching. Ethical Justice, 63-85.