Diversity Goes Beyond Demographics and Thesis

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The second is the business perspective, based on the idea that diversity is beneficial to the firm. Under this perspective, demographic criteria are a proxy for concepts such as different values and belief systems. Businesses benefit from hiring more minorities not because the office looks more balanced, but because minorities offer different perspectives and ideas.

The third research question was "What role does culture play in the definition of diversity?" This is a fairly subjective question. It could be answered on the basis of the literature review, but is not addressed in the survey. The business perspective as noted in the discussion of RQ2 would imply that culture is important. To answer this question properly, however, either study of academic literature (HR journals, sociology journals or management journals) could be conducted, or businesses could be studied/HR practitioners interviewed.

The fourth research question was "Why are women, blacks, Asians, Hispanics, and other persons of Caucasian decent considered fewer times than those in the majority race for managerial positions?" This question does not make sense. I presume what you meant was "non-Caucasian." Bear in mind that Caucasian refers to people from the Caucasus Mountains; "European descent" or "non-Hispanic white" are more accurate, the latter being the one used by the U.S. Census Bureau.

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Lastly, the hypothesis mentioned in the Methodology chapter is stated as "that faculty/staff members and first year university students will experience this diversity differently due to differing expectations, differing levels of individual exposure and differing subcultures within the larger culture of the campus." This is not the same as what was stated in the Introduction. It is, however, closer to what was tested. The null and alternative hypotheses that are derived from the above hypothesis, however, are unrelated to it.

Overall, the survey that was used as the data source is inappropriate for this study. The survey is not related to diversity in the workplace, nor is it related to management issues. A study of university students regarding their perceptions of how well the university is exposing them to diversity is perhaps relevant to research questions and hypotheses relating to the role post-secondary institutions play in increasing exposure to diversity.

The study as it stands does not answer any of the research questions nor does it test any of the hypotheses. In order to correct this deficiency, it is recommended that a new survey be developed and implemented, surveying businesses with respect to the subject and directly with respect to the research questions….....

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