Capstone-Diversity

The article authored by Schwirtz (2013) entitled “For New York City Fire Department, More Diversity amid Tension” and posted in the New York Times sets out the definition for the word diversity. The author ably defines diversity as the inclusion of all ethnic groups in New York’s Fire Department. Concisely, Schwirtz (2013) points out that the fire department was instructed by a court order to revise the recruitment and hiring procedures to be fair and that 62% of the total hires should be from the minority groups. This is seen as a positive move towards ensuring diversity in a department that was known to be predominantly white. The paper that follows will analyse this diversity in line with Elder and Paul’s article.

According to Elder & Paul (2007), all thinking is made up of eight parts. Taking apart these elements of thinking is integral in understanding the whole essence of communication. These eight elements include the generation of a purpose, formulation of questions, use of information, application of concepts, making of inferences, making of assumptions, generating implications, and embodying of a point of view. Each of these elements is correlated and they follow each other in a cyclic manner. If any of the elements is changed then this means that the subsequent elements must also be changed.

Analyzing the Problem

This section will analyze the problem of racial bias.

What is the problem: The problem is racial bias in New York’s Fire Department and the fact that any attempt to ensure racial balance in the department is fiercely faced with tension and opposition. There are negative consequences being recorded at the department with some minorities fearing discrimination and maltreatment.

Question that emerge from the problem are..What can the fire department do to reduce racial bias in the department and how can the new recruits cushion themselves against discrimination and maltreatment at the Fire Department.

My purpose for addressing the problem is to increase awareness on the impact that racial bias is counterproductive and that diversity should be encouraged in the fire department.

The important information related relevant to the questions is information about what the department is currently doing to promote diversity (Such as ensuring that 62% of the recruits are from the minority group, etc). Information about what the fire department is doing to reduce racial discrimination and maltreatment (such as sending commanders to ensure that the recruits are not discriminated against in the stations where they are posted). Information about important activist groups I might support.

Some Important assumptions I am using in my thinking are that racial bias injures the fabric of society; that every employee in both the public and private sector need to be sensitized on the importance of appreciating racial diversity in the workplace.

Supposing many people were to reason through the issue at hand, some of the resultant implications would entail a happier and a more cohesive workforce serving at FDNY. Additionally, the recruits would feel more welcome to work in their new stations and they will in turn expend their energies serving the department instead of wasting it worrying over maltreatment and discrimination.

The most important concepts or ideas, I need to use in my thinking are concepts of diversity and that of a healthy working environment. Each of these concepts lead to a myriad of concepts and ideas that supports the need to embrace diversity in the fire department.

My point of view is as follows: I am looking at racial bias at the FDNY. I am seeing something that can be done to remedy the situation through the application of diversity.

After reasoning the parts of thinking above, the best solution is to apply the various options my research has revealed.

References

Elder, L., Paul, R., Paul, R., & Foundation for Critical Thinking. (2007). The thinker’s guide to analytic thinking: How to take thinking apart and what to look for when you do: the elements of thinking and the standards they must meet. Dillon Beach, CA: Foundation for Critical Thinking.

Schwirtz, M. (2013, 12 4). For New York city fire department, more diversity amid tension. The New York Times. Retrieved from http://www.nytimes.com/2013/12/04/nyregion/for-new-york-city-fire-department-more-diversity-amid-tension.html?_r=0