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An essential part of developing critical analysis skills is self-reflection. In this activity, you will have the opportunity to consider how critically analyzing your topic of diversity has affected your life and how you view the world around you. This is your time to think about your personal experiences and your beliefs, assumptions, and values. Completing this activity will result in a draft of the reflection section of your project. It also provides an opportunity to obtain valuable feedback from your instructor that you can incorporate into your project submission.


In this activity, you will describe how using critical analysis influences your life and your perspectives. First, you will describe how critical analysis skills have affected your personal experience. Next, you will describe how examining your bias has influenced how you perceive the world. Finally, you will explain how critical analysis skills can positively impact your academic or professional lives.

Specifically, you must address the following rubric criteria:

Describe how critically analyzing your topic has positively informed your

personal experience.

Describe how examining your


has altered the way you perceive the world.

Explain how critically analyzing diversity can positively influence your

field of study or profession.

Denise Vazquez
Southern New Hampshire University
1. Assess at least two significant factors that could affect your topic, such as biases,
beliefs, assumptions, and/or values.
1. Biases have always clouded topics centered on racial injustices, regardless of the
sector (Roberts & Mayo, 2019). Thus, since the topic entails diversity in the
workplace through the inclusion of people of color, such factors are deemed to
play a role in how insiders and outsiders engage with the topic. For instance,
businesses began caring more about racial bias and began taking diversity
seriously after a series of high-profile lawsuits across the corporate world back in
the 1990s(Roberts & Mayo, 2019). although policies and regulations are in place
to control the occurrence and effects of bias in the workplace, unconscious biases
are the most common and often go unnoticed even if they can significantly impact
diversity issues. Unconscious biases are “the attitudes or stereotypes that affect
our understanding, actions, and decisions unconsciously” (Roberts & Mayo,
2019). Given their prevalence, unconscious biases are more likely to affect
negatively how both insiders and outsiders approach the topic.
2. Beliefs can be drivers and obstacles based on their context. A culture that believes
in white supremacy is most likely to push down attempts to create an equal
platform for both whites and people of color (Roberts & Mayo, 2019). Such
beliefs will focus on promoting a more prosperous climate for the whites while
pushing colored employees down (Roberts & Mayo, 2019). However, a culture
that appreciates collaboration and acceptance of diverse cultures is more
welcoming to diversity changes (Roberts & Mayo, 2019). Thus, based on their
beliefs, outsiders and insiders can either support or challenge the topic of
workplace diversity.
2. Explain how at least one potential obstacle could interfere with the population’s
engagement with your topic.
1. The concept of “race,” as it is understood and used today, was part of the
evolution and development of the United States, and has a strong connection with
the emergence of two other terms, “white” and “slave” (Fekedulegn et al., 2019).
Misguided by this understanding, the idea that white people are smarter and better
off, with more intelligence and more human compared to people of color
developed over the centuries (Fekedulegn et al., 2019). This misguided belief has
been accepted the world over, and found its way into several sectors in the United
States, involving the employment sector (Triana et al., 2017). As a result, society
has developed a negative attitude towards attempts to create a diverse workplace.
Proponents of diversity are most likely to be reluctant in pushing for diversity
because of the unlikelihood of success in such attempts (Triana et al., 2017). This
is because, from the legal perspective, despite racial discrimination cases being
commonly reported, only 15% of those reported end with an agreement or
settlement (Fekedulegn et al., 2019). Opponents have also a strong ground to
believe that attempts to end racial discrimination in the workplace are either
uncalled for or less likely to bear fruits. Thus, such ideologies can negatively
hinder the engagement of the community in the conversations regarding the topic.
3. Describe a possible outcome of your proposed engagement that might influence the
social conversations that add to a critical awareness of diversity.
1. Generally, studies have indicated that when employees feel that they are deprived
of some benefits of services based on their color or race, they tend to develop
some coping behaviors against the discrimination (Triana et al., 2017).
Additionally, they are likely to develop negative attitudes towards work, register
low performance, and demonstrate dissatisfaction with their jobs (Triana et al.,
2017). America is a multicultural society that is composed of more than 600
different cultural groups. As a result, employees and the general population
anticipates fair treatment in the workplace, regardless of their race or other
physical differences (Triana et al., 2017). By examining these issues, the proposed
engagement can motivate society to strengthen its efforts focused on equal
treatment regardless of racial characteristics.
Fekedulegn, D., Alterman, T., Charles, L., Kershaw, K., Safford, M., Howard, V., & MacDonald,
L. (2019). Prevalence of workplace discrimination and mistreatment in a national sample
of older U.S. workers: The REGARDS cohort study. SSM – Population Health, 8,
100444. https://doi.org/10.1016/j.ssmph.2019.100444
Roberts, L., & Mayo, A. (2019). Toward a Racially Just Workplace. Harvard Business Review.
Retrieved 24 July 2022, from https://hbr.org/2019/11/toward-a-racially-just-workplace.
Triana, M., Jayasinghe, M., & Pieper, J. (2017). Perceived workplace racial discrimination and
its correlates: A meta-analysis. Journal Of Organizational Behavior, 36(4), 491-513.

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