The minimal discussions and indulgence of Native Americans in organizations and businesses confirm that diversity is yet to be achieved in America. Unlike other minority groupings like Black Americans, there is evidence that Native Americans have for a long time been ostracized from social, economic, and political domains (Hämäläinen, 2019). I believe that the complex social-cultural activities and Native American’s religious beliefs could be the main reason for their segregation and under-representation in the working environment. For example, the Sun Dance ceremony which guarantees a five-day leave can be a challenge to the most organization as employers will prefer flexible people. There is also a challenge when identifying Native American people. The fact that America has gone a long way in accepting ‘others’ concerning their differences could be a reason for the rare discussion of Native American discussions and diversity. As a result, marginalization is evident.
The census data holds that there are 5.2 million Native Americans in the nation. The statistics, in American Indians and Alaska Natives, are believed that the number will increase to approximately 8.6 million by the year 2050. However, it is vital to note that Oklahoma and California are the main states habituated by natives, but nine other states comprise around 100,000 Native Americans each. Thus, the inclusivity of Native Americans manifests increasing significance, especially in work environments.
I agree that the interests and concerned of Native Americans are so seldom or rarely discussed when it comes to diversity. The natives are marginalized because organizations and people focus on their own interests and growth as opposed to the benefits that can be given to the minorities. Additionally, the American government historically had a bad relationship with Native Americans. The conflicts resulting from the bad relationship can be the reason for the seldom discussions that can propel inclusivity and diversity for the benefit of the people. The graph below shows affirms that there is a great need to shun Native Americans discrimination in work environments.
127 our experts are availableright now
Inclusion and diversity are among the most vital aspects that must be embraced by any modern organization or business’ human resource, especially in America. Through inclusive recruitments of special groupings such as minorities and native people, an organization is more likely to face any conflicts and criticism (Cunningham, 2016). Although there are organizations that rarely discuss the inclusivity of American natives, I was a human resource expert and managers of my organization believe that there is a need for indulging these people by recruiting them for various roles and positions.
I consider the omission for the Native Americans as a big challenge that must be addressed by the human resource department. Including the natives will improve their social-economic abilities and enable them to positively contribute to other nations’ economic development. Following this observation, I believe that there is a need to make immediate changes in the company’s image and culture to encourage more native people to apply for positions. I will propose and suggest rebranding the company all to ensure that the inclusivity of all people is embraced. In other words, I will ensure that there is zero-tolerance for differentiation and judgment are based on peoples’ cultures and backgrounds during recruitment stages. I understand that inclusivity is crucial for organizations and businesses.
Inclusivity increases productivity it enhances the problem-solving process, organizational flexibility, and reduce turnover rates. Consequently, inclusivity is the renovation of more reliable employees and a stable working environment. These are among the reasons why I will encourage the inclusion of all people. Especially the natives, they have suffered discrimination for ages which increases their poverty levels as represented by the graph below.
I intend to revisit current recruitment policies to make sure that the mission and vision of the organization manifest inclusivity. For example, I can ask my colleagues to ensure that a certain percentage of potential and qualified natives are given priority during recruitment. The availability of more natives due to the company’s positive image will give the company a chance to work on the skills and competencies of the Native Americans.
I believe that there is no human being who is limited from achieving the best provided they have the support and a team willing to support their dreams to be better people. Therefore, I would take charge and implement programs that promote diversity. I will ensure that natives in the company attain effective training for them to demonstrate efficient skills. Eventually, the organization will be a symbol of diversity and tolerance of minorities in America.
References
- Cunningham, J. B. (2016, February 27). Strategic Human Resource Management in the Public Arena: A Managerial Perspective. Retrieved from ResearchGate: https://www.researchgate.net/publication/295856612_Strategic_Human_Resource_Management_in_the_Public_Arena_A_Managerial_Perspective/citation/download
- Ebarb, E. S. (2013, November 26). Sequestering Opportunity for American Indians and Alaska Natives. Retrieved from Center for American Progress: https://www.americanprogress.org/issues/poverty/news/2013/11/26/80056/sequestering-opportunity-for-american-indians-and-alaska-natives/
- Fermi Research Alliance, L. (2019, January 31). Fermi National Accelerator Laboratory. (U.S. Department of Energy Office of Science) Retrieved from Fermilab: https://diversity.fnal.gov/laboratory-demographics/
- Hämäläinen, P. (2019). Lakota America: a new history of indigenous power. Yale University Press, ©2019. New Haven. Retrieved from https://www.worldcat.org/title/lakota-america-a-new-history-of-indigenous-power/oclc/1122453750
