Many sectors of workforce diversity for example dominance terms of ethnicity

Many sectors of workforce diversity for example dominance terms of ethnicity, age, gender, religion or other aspect, has impervious to change. There are many reasons that can contribute to the fact of low workforce diversity, and it is hotly contested and difficult to untangle these reasons. According to this article, there are so many obstacles that push away the chance to make changes. This change arise from feedbacks between inclusivity and low group diversity.

All around the world, government agencies, companies, leadership teams and professions are working on to increase the workforce diversity. The impulse is to increase the business case diversity. Furthermore, there are also more important thing/method for increasing the diversity, for example overcoming the damage in access to education, well-being and economics resources, which can benefit everyone that diversity as the right thing to do. Diversity can undermine group performance or productivity through decreasing cohesion, trust, and communication would increase intergroup preconception and conflict. Different type and dimension of diversity for example; demographic characteristic such gender and race, values and education, can affect the group dynamics otherwise and that can undermine the group process.
According to this paper they use the mathematical modeling to research the long-term changes in a workforce composition. The system that they use is dynamics approach, and this means that the result are not specific for one organization, profession, or point in time but will be applicable across a broad range of frame. They use two self-reinforcing feedbacks between inclusivity and diversity. This model define some ways that control the rate at which workforce composition can change, and information that can be used to identify traps and opportunities for changing the workforce. Another model that they use is a model of workforce composition from a balance between employees and departing from organization. The result of this model is that it depend on how appointment and departure preconception affect the workforce demographics over times when the applicants can’t pool than in the workforce when diversity is higher.
To conclude/summarize, there are so many ways to increase the workforce diversity and even more reasons why the chance to change the diversity is difficult. This article show in a mathematical way different model how you can break the chain of low workforce diversity using reinforcing feedbacks between group diversity and inclusivity.