Reference no: EM133043530

Discuss published research on HRM that supports the research question below. Frame the research below as a hypothesis and describe how you would test the hypothesis in terms of analyzing it.
experiences

Discriminatory behavior in the workplace not only harms individuals, but it also harms businesses. As this Harvard Business Review article points out, much research supports the beneficial value that creating a diverse and inclusive culture can have for firms, including favorable bottom-line impacts.

Furthermore, according to McKinsey & Company research, ethnically diverse businesses are 35% more likely to beat the national industry median in terms of financial returns. Companies with a gender diversity of 15 percent are 15 percent more likely to outperform.

WHAT IMPACT DOES DIVERSITY - OF ANY KIND - HAVE ON ORGANIZATIONS?

There's plenty of evidence to back up the benefit that diversity can offer to businesses, including the fact that it can improve financial performance. However, when businesses use automated systems that focus on traits that may have unexpected consequences for job applicants, that value might be lost.

For example, mandating educational levels that do not accurately represent the job's requirements. Formal schooling is merely one method of assessing a candidate's abilities.

Diversity - all sorts of diversity - is important. If regulations are overly strict and have a differential impact on different types of employees, the capacity to establish a diverse workforce may be hampered. This can limit an organization's capacity to reap the benefits of varied perspectives, backgrounds, and experience. Organizations are increasingly recognizing that the best ideas and breakthroughs emerge from groups of people with a variety of thoughts and perspectives, rather than from groups of like-minded people.