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Pacian Garrett
Mrs. Duran
English 1010
2 November 2016
Does Diversity Impact the Workplace?
Diversity in the workplace has been a debated issue for many years, most notably in the
womens rights movement. Today, however, the issue is focused more towards race. Many feel as
if recruiters do not accept enough racially diverse people and that it is impacting the workplace.
Racial diversity in the workplace is believed to both benefit and detriment the environment of
workers. It is an issue that pertains to anyone in the working class, as it can impact your next
interview, promotion, or even recruitment.
Author Joe Davidson for the Salt Lake Tribune wrote Improving Workforce Diversity a
National Security Imperative, published in October 2016. In it he discusses Obamas statement
regarding improving workforce diversity in the National Security division benefits our nations
security. Quoting President Obama, and several supporters for his stance on this issue, to explain
the efforts taken to improve diversity and the benefits it can bring the nation.
Davidson recognizes Obamas belief that improving the diversity within the National
Security staff is beneficial for our homeland security. A long-time goal for the President, Obama
tackles the National Security in its current state as an issue, their agency being the lowest in
diverse workers in comparison to separate federal organizations. Davidson explains how Obama
states that an increase in recruiting those with unique characteristics can bolster our security. In
order to assist in this, Obama has requested more data be collected with a solely professional
perspective, and looked over to find opportunities and keep leaders active.

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Training to remove bias that our brains independently create has also been requested for
those in positions of leadership, hiring, and security. This bias is what prevents many chances at
a diverse faculty, and its not just an HR issue. Its what is ingrained in our mind through
stereotypes, and learning to best it is necessary for all those whose task is to reach out to others.
If our national security can break this bias, then hopefully this will echo through the nation, and
eventually our fellow countries.
Davidson references many important figures in his article, beyond the President of the
United States. These references support the perspective of Obama strongly, providing more
ground to stand on. He quotes Wade Henderson, President and Chief Executive of the Leadership
Conference on Civil and Human Rights, as having praised the request of data collection as a
necessary first step in recognizing the scope of the problem. Vernon Jordan, a civil rights
activist, who has studied the CIAs workforce, provides statistics analyzing the workplaces low
diversity.
Data is provided to support Davidson and his stance. While racial and ethnic minorities
were 23.9 percent of the CIAs workforce, they were just 10.8 percent of the Senior Intelligence
Service. The purpose of this statistic is to expose how the number of minorities in the CIA were
already low, but as you enter into leadership positions the percentile of minorities to white males
decreases. Similar numbers are provided by National Security Adviser, Susan E. Rice. She
provides, Noting that people of color are almost 40 percent of the nations population, Rice said
they are less than 20 percent of senior diplomats and less than 15 percent of senior intelligence
officials and senior military officers.
Davidson did not appeal to pathos very often, humorous statements such as white, male,
and Yale are quoted from senator Bob Graham. His addressing of white males as one entity,

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and the rest of minorities as an entire group could potentially be an attempt to guilt the majority,
and have them hold sympathy for the minority.
The articles focus is well stated by a quote from a President Memorandum Our greatest
asset in protecting the homeland and advancing our interests abroad is the talent and diversity of
our national security workforce, it tells us what is needed, and the effect (an increase in our
countrys security) it will have.
Weak points of the article are thanks to the statement, While these data do not
necessarily indicate the existence of barriers to equal employment opportunity. Obama is
unnecessarily covering a base to prevent any racist remarks, even though he will elaborate later
on how biases do exist, and will be treated. This ruins the flow of the writing and credibility in
his statements. Additionally, the introduction says, Before we realized Bill Cosbys halo was
broken. This is an attack on Bill Cosby and his recent exploits, irrelevant to the article. It did tie
in with the opening statement of lacking diversity in television during the 60s, but a different
phrasing or placement of the statement would not cause a reader to feel this article may be more
humorous than logical.
In contrast, Justin Wm. Moyer writes about the issues workplace diversity brings. In his
article (published January 2016) for The Washington Post Workplace Diversity Policies Dont
Help - and Make White Men Feel Threatened he stays true to the title, arguing that the policies
to promote better diversity arent effective, and instead cause worry amongst white males as they
participate in the workforce.
Uniqueness favors Moyer, as his article stands out from the rest for being the one willing
to argue for a minority view. He introduces us to a piece from the Harvard Business Review
which asks Are all of these efforts working? This question is the foundation of his article, to

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which he answers that the positives are low, and that there are repercussions on the current
majority. White males in this movement now believe there is equality and causes them to feel the
tables have turned on them. White men have been tested as they enter into interviews, those
mentioning diversity in the workplace show an increase in stress for the interview, while those
leaving it out of the interview remain calm and confident.
Moyer titles Tessa L. Dover as a PHD candidate in social psychology, and notes her
colleagues. He then references their studies of the impact the policies have had on the workplace.
Her results state that We found evidence that it not only makes white men believe that women
and minorities are being treated fairly whether thats true or not it also makes them more
likely to believe that they themselves are being treated unfairly.
Moyer also uses logos as he explains the hiring simulation the white males went through
in the Journal of Experimental Social Psychology. Providing data of young men put through the
interview process, where half were asked about diversity, and they were found to have more
stress than the applicants who were not asked. The purpose of this data is to provide an example
we are familiar with (appealing to pathos as well) which is the interview process. Noting the one
question that causes us to become nervous, which in this case was racial diversity, which is to
testify that white males fear for their future careers as they are a dime a dozen, and not needed in
this new policy.
Cause and effect is a very strong strategy in this article, Moyer explains how policies
have been put in place, and as result white men fear for their careers. Additionally, an appropriate
audience to read this article are those heavily in favor of diversity in the workplace, specifically
those who believe they need it for a better chance in this world. Its meant to cause them to look
at the issue from the eyes of those who seem to be already at the top, and realize equality may

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not truly be there for this initial movement. The lack of euphemisms makes the author real, in
this particular subject of race, many try to avoid offending different races and genders by making
a general statement of a diverse group rather than a direct.
The author fails in his defense when he writes This did not bode well for a society of
angry white males crying racism The way white males are being presented in this sentence
brings the feeling of accusation and mockery towards their reactions. A different wording of this
sentence would hold a better weight and better fit an intent of defense.
The article written by Justin Wm. Moyer has a stronger argument. He provides numerous
studies that show the effect that already exists, rather than theorizing how a change may benefit a
nation, as Davidsons articles holds. Additionally, less time is spent on the changes that can be
made and instead focuses on the existing impact that the policies have wrought on the current
majority in the workforce, Moyers effective use of cause and effect is prevalent for this win.
Moyers ability to stand out by not using euphemisms also gives him much ground to stand on,
by providing a direct and unfiltered idea in his writing.
Both articles do a great job of informing us of the issue that is workplace diversity.
Neither denies that everyone deserves a chance at work, Moyers purpose is just that the policies
can be better placed. However, it is important that us as citizens keep an eye on us, the majority
of us will be part of the working class, and if not, we will know those in the working class. Being
aware that opportunities are available to us as we seek a career is very comforting. Those in labor
keep everything running, no matter their color, gender, or background.

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Works Cited
"Improving Workforce Diversity a national Security Imperative." Washington Post. The
Washington Post. Web. 26 Oct. 2016.
"Workplace Diversity Policies don't Help - and make White Men Feel Threatened."
Washington Post. The Washington Post. Web. 26 Oct. 2016.