Using Social Identity To Create Diversity

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Using Social Identity to Create Diversity

While discussing the social identity, it’s essential to acknowledge the meaning of group

identity. Group identity is a set of traits that form the heuristics and diverse perspectives to

underpin one’s race, ethnicity, age and gender among others (McKay, 9). This means that social

identity greatly shapes an individual’s interaction with the society. In application, my identity as

a 22 years old Hispanic male has deeply influenced what is good, valuable and available for me

in their society. Thus, based on the above literature, this article illustrates how my social identity

has positively influenced my life in our society.

There is no doubt that Hispanic identity was my added advantage to attain a job. As many

firms are known to test for the applicants' cognitive diversity, I was surprised to secure an

employment in a foreign country (McKay, 12). My Hispanic descent came to interplay and this

made my influenced my preference from my employer. While many people still believe that this

is impossible, am very positive that I can be hired by the same employer twice (McKay, 31).

Thus, cognitive diversity affected my job acquisition despite my qualifications.

Being from a middle-class family was an opportunity to go beyond what my parent had

achieved in their lifetime. As necessity is the mother of invention, I had to use of a new paradigm

would influences my background towards achieving my dream. This initiative encourages me to

make use of the background cultural experience in a way that will enhance my self-determination

(Thomas, 10). Similarly, it encourages me to be unique and standout among the groups. To date,

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I feel precious to be a distinguishable person from a minority ethnic group. Thus, this is my

opportunity for me to grow beyond what my parents have achieved so far.

My social identity made it a necessity to look for a mentor for my development in the

working places. I had acknowledged that the reason to why many Hispanic graduates were

affected by their cultural barrier was as a result of ignoring the importance of mentors (McKay,

212). With this knowledge, I was willing to get a mentor, actively learn and participate in all

mentorship programs. I gained beneficial information and skills that facilitated a diverse working

place. It also enabled me to resolve the limiting ethnic factors in the transitioning period.

Therefore, I believe that getting a mentor should be given a priority by all first generational

college students.

Being of Hispanic ethnicity and being educated somehow helped me to secure a job. As

the statement suggests, enlightened employees always seek out diversity (Page, 16). I became

aware that firms have started organizing their working places depending on working places and

diversity. My identity attributed to employing my Hispanic to correlate with what was being

required by many forms. With this acknowledgment, I strengthened and maintained a strong

connection as well as subscribed to how they work together. Thus, my identity is what made me

get a job despite being a freshman in the job market.

More Hispanic men are being hired to create diverse and creative working places. Our

society requires young men who are relevant to diversity and how it’s relative to the working

environment. Firms are also willing to hire employees who have a well-defined ability to work

with a diverse diversity and reap the benefits (Page, 16). Being among them, I took the

opportunity to demonstrate my contribution and competency in my diverse working place. I

made it not just an employment or training opportunity, but an opportunity to establish it with

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my fresh skills from the college. Therefore, Hispanic identity is an advantage to secure an

employment in our community.

Being in a middle class gave me an opportunity to grow beyond my parents’ status. This

was in regard to a deep-seated desire to be successful in our society. I set my life objective to

achieve beyond what my parent had not achieved. While this might have been a de-motivating

factor to many, it navigated my way through in my every day’s activities (McKay, 42). This is

because I could not correlate with my lifestyle in future. With this, I had to excel in my academic

for me to secure a top secure an employment beyond the middle-class level. Thus, my success

was attributed to an avoidance of being at the middle-class level as my parents.

Being a male gave me an opportunity to secure an employment opportunity in the

community. While this is associated with the negativity, my preference mainly resulted from

this. Of all the candidates who were invited for an interview, majority of us who got an

employment opportunity were men. Luckily, I was among those who secured a chance in the

organization. To date, institutions are known to stereotype men to be naturally dominant in the

society (McKay, 23). However, this is as a result of socialization that stereotypes men as the

most committed and competent people to work on a given task. With this, male and female job

seekers are always at different levels of getting hired. Thus, my gender identity was an

attributing factor towards being employed.

In future, I will use my social identity to help my institution to have an integrated team.

Technically, the way a group of employees thinks determines the organizational culture. With

this acknowledgment, I will influence the way my colleagues behave as well as the way they

perceive and manage their perception (Davidson, n.p). Similarly, I will influence them to have a

mindset that is grounded in diverse employees. Our unity will acknowledge characteristics their

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diverse ethnicity, national origin, race and gender behaviors. Hence, our organization will have a

culture that integrates interpersonal behaviors.

In summary, I agree with Page, McKay, and Davidson that diverse social identity might

create an opportunity or a limitation for an individual in our society. From my experience, my

Hispanic identity has created numerous opportunities for me in the country. For instance, being

employed in my current institution was largely attributed to my gender and ethnic identity. As

Page argued, society continues to stereotype that Hispanic men are competent employees to hire

for a given task. This is how I secured an opportunity in my organization. Likewise, my middle-

class level also gave me an opportunity to set a mark to accomplish what my parents had failed

to achieve. According to McKay, an individual background can create a desire to be successful

in the community. This came to interplay when I became academically and economically

successful. Finally, Davidson argued that organizations’ culture can be positively changed by

influencing employees’ perception and behaviors. Therefore, I have a role to influence our

organizational culture to the best place for diverse employees.

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Works Cited

Davidson, Martin N. "Primer on Social Identity: Understanding Group Membership.

"McKay, professor Michael J. MGT 18: MANAGING DIVERSE TEAMS. 2015. Web. 20 Apr.

2018.

Page, Scott E. "Making the difference: Applying a logic of diversity." The Academy of

Management Perspectives 21.4 (2007): 6-20.

Thomas, David A., and Robin J. Ely. "Making differences matter." Harvard business review 74.5

(1996): 79-90.

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