The work environment influences how
people feel. I work with a diverse group
of women. When I first started working with
this new group about 6 months ago, I was very reserved. Reluctant to ask questions based on the
things that I had previously heard from someone else. This new job is very demanding and
analytical. I had no prior experience in
this department before being assigned in the billing services arena. Diversity in the workplace consists of
acknowledging the differences in people.
The first week was overwhelming because there are so many different
scenarios that could exist and it is important to use the correct method in
resolving the issues before they are completely processed. The person in charge
of training me was explaining things too fast.
I was reluctant to ask her to slow down because I didn’t want her to
think that I wasn’t understanding. After
the second week there, I told her that I needed a better explanation of why she
used a particular method over another to solve problems. She told me that it took her at least two
years before she was comfortable resolving issues on her own. She told me that her job was to train me and
do it effectively no matter how long it takes.
She encouraged me to ask questions.
As a result, I started asking more questions and asked if she would slow
down a little because I like to take notes.
Inclusion would describe the way I felt at that time. I was trained by two other ladies as well who
encouraged me to ask questions. I was
told that if I didn’t ask questions, they knew something was wrong. This workgroup is very supportive of one
another and because of the positive communication within the group, each
compliments the other.
Today, I still ask questions when I am
unsure of something and receive responses from at least two people each time, I
know I could’ve learned this process without their willingness to help as well
as encouragement. Three key universal
drivers for diversity are: enhanced access to a broader pool of talent that
allows businesses to attract, retain, and motivate individuals of different
backgrounds; improved innovation that provides growth of new ideas and;
stronger customer-based relations for the expansion of customers in the market
of the business (Salomon & Schork, 2003).
The motivation that I received has
allowed me to become better and more confident doing my job. Everyone in the workgroup recognizes the individuality
and the differences that we bring to the workplace. My current supervisor has aided in my
confidence by telling me that I am doing a good job which is important when
taking on a new role and responsibilities.
It is important to understand that prejudice and discrimination can
result in personnel and work productivity losses which can be impacted by
complaints and legal actions against an organization. Without the support of my team, I am sure
that I wouldn’t be where I am today in terms of knowledge and confidence in
doing my current job. My team has been
by side the entire way with encouraging and positive words when I have wanted
to give up.
Salomon, M. F., & Schork, J. M. (2003). TURN
DIVERSITY TO YOUR ADVANTAGE. Research
Technology Management, 46(4), 37. Retrieved from EBSCOhost.
