Social Equity and Diversity in the Workplace

Social Equity and Diversity in the Workplace

Elliot Morgan

Seton Hall University

Abstract

This paper will demonstrate the writer’s understanding of Cayer’s definition of social equity and diversity in the workplace.  The writer will describe the view Cayer had about social equity and diversity in the workplace.  The writer will explain how social equity and diversity is handled in his workplace.

Keywords: Social Equity, Diversity, Workplace.

Social Equity and diversity in the Workplace

Cayer’s explanation of social equity and diversity in the workplace delved into the workplace in the United States as a whole.  He presented statistics to lay out the fact that in the public sector workplace diversity and social equity has been on the rise for several decades.  

The National Academy of Public Administration defines the term social equity as “The fair, just and equitable management of all institutions serving the public directly or by contract; the fair, just and equitable distribution of public services and implementation of public policy; and the commitment to promote fairness, justice, and equity in the formation of public policy.”[1]

In my office social equity and diversity are two of the most important things that are not being utilized or advanced.  There are several reasons for this inaction.

The first reason social equity and diversity are not flourishing in my office is the control of power.  The control of power in my office is solely held by the Prosecutor.  The Prosecutor has total control over the makeup of his workforce.  If the Prosecutor does not have persons of color in his group of peers, friends or family chances are no person of color will even be considered for employment at our office.  I sat on the application review board for our office recently.  How it worked was the Chief of Detectives would email me a list of resumes and names.  These would the next batch of possible new hires.  The list was generated by picking applicants who either knew the Prosecutor, had a family member who knew the Prosecutor, had a family member who worked at our office or knew someone whom the Prosecutor owed a favor.  Not many, if and minorities were included in these categories.  During the time I was on the applicant review board we only interviewed one (1) minority.  He did not get hired or called back.

When we speak of diversity in the workplace my office is back in the 1960’s.  As I walk through the hallways of my office I can’t help but to notice that pictures that line them are all of white men and women who were former Prosecutor’s or Chiefs of Detectives past and present.  It does not motivate or give you too much hope as a minority when you see this on a daily basis.  I was promoted to the rank of lieutenant only two (2) years ago.  I was the first African-American promoted to rank of lieutenant in our office’s one hundred sixty-four (164) year history.  I feel that is pretty pathetic considering it was 2014 and we are establishing such a low milestone after so many years.