Diversity And Commitment To Diversity

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

I completely agree with you and I was also surprised about how people discriminate others in the health care system. Based on the research, Blacks and other people from racial groups “are less likely to be given appropriate medication for heart diseases or to undergo bypass surgery”. When I first read this, I was very surprised because I thought the discrimination rate is decreasing today, and most of the inequalities exist in workplace. Prejudices in health care system may cause some serious consequences if the patient couldn't get the appropriate treatment and attention.

Explains why its valuable to have different races in college campus. Explain how i have helped promote diversity.

The United States today is a society struggling with its own diversity. There have been

To increase diversity, employers are permitted to consider race or gender as a factor in selecting employees. Race differences in the workplace force diversification. I personally think that it is necessary. I would never think to hire or not hire someone, because of skin color or race differences. Hiring or not hiring someone, because they have a different skin color is just as wrong. However, because discrimination has occurred, history has created the need for laws to protect working class citizens. Breaking into classifications by race or gender is now common in the U.S. In making employment decisions, I do think that there are ethical factors that create exceptions to the rule. In particular, gender considerations playing an active

In this assignment I will demonstrate my understanding of equality and diversity as a key approach to policy and practice within my setting. I will make reference to current legislation such as equal pay act, disability discrimination act, sex discrimination act and equality act. Other areas of discriminatory practice I will discuss are language and terminology, stereotyping and attitudes in relation to children and young people. I will explore anti discriminatory practice and diversity that is within the everyday role of the early years practitioners. I will also explore an area of my practice using my understanding of equality and diversity through an audit of provision to develop practice and outline any issues. The audit I will carry

While the Honors College prides itself on the diverse community it has to offer, I too value the diversity that I can bring to your community as well. I think the greatest thing about going to such a large university, there is so much diversity. To me diversity is what makes us unique. No two people grew up the same way. The person you sit next to in class probably did not go to the same high school as you or participate in the things you did growing up. The majority of your classmates probably have different religious views and different cultural beliefs. Everyone is unique and that is part of what makes Texas State so great. Everyone has a different story to tell and this is mine.

I grew up in the suburban town of Brunswick, Ohio. Brunswick being a not-so diverse area with most of its citizens being Caucasian and have what some would consider having “old fashioned” values. I went to public school throughout my entire education. I had a typical family, consisting of a mother, a father and two sisters. Many would say nothing about my upbringing was “unique” or “diverse.” However, as surrounded by “typical” as I was, there is something different about the way I grew up. I had to adapt as a gay man in this, very conventional community. Throughout my life I was surrounded by the familiar man meets woman, they have children and start a family. Nobody in my family has ever been associated with the LGBT community and I do

Managing diversity’ refers to a range of management and leadership practices that aim to value diversity in the workforce and help an organisation be more successful. This book provides an introduction to the theory and practice of managing diversity (and Equal Employment Opportunities or EEO). The book covers topics such as: the role of historical struggles in the development of managing diversity practice today, demographic and social change; theoretical debates; discussion of each of the main groups that managing diversity programs often focus on like gender, ethnicity and religion, people with disabilities, and mature workers; and practical tools for implementing valuing diversity initiatives. The book has been written by a very experienced

Defining a Plan – Plan with the senior management the issues to overcome specific diversity issues and instill best practices in the organization.

It is important to spread the rule of diversity and inclusion in the workplace in order to ensure that your employees feel comfortable and valued in your company. When a diversity and inclusion agreement is in place you have to make sure that staff, faculty and anyone going in or out of the office are actually practicing it. This means celebrating different cultures, religions and ethnicities as well as equipping the employees with programs to strengthen their skills and knowledge about each other’s

This can be measured through employment satisfaction surveys and analysis of human capital in regards to gender and race. Once this analysis is conducted and completed by human resources it will be easier to assess and implement strategies and goals to address these barriers. The second goal should be to ensure that the current workforce is a reflection of the community in which the organization serves. This can be measured by ensuring that the organization has a solid affirmative action and equal employment opportunity plan in place then by assessing the data collected through hiring to the relevant data from the surrounding demographic of the area to ensure that the organization compares favorably. The third goal should be to attract, develop and retain a diverse workforce in an inclusive manner that values and respects differences. This can be measure over time by analyzing the retention rates of each demographic group in your organization. Employment satisfaction surveys will also measure the effectiveness of this goal on employee happiness and whether they feel that their differences are appreciated in the organization. The last goal should be to increase the diversity of the top management team and senior level management of the organization. The can be measured effectively by evaluating the senior positions to ensure that there is an equal representation of women and minorities in top level positions of the organization. This particular goal is extremely important in ensuring that the organization values and continues diversity and inclusion

This presents an opportunity to examine how our present culture, supporting policies, systems, practices, rules and procedures measure up to the standards of a diverse workplace. If focus groups results are less than favourable; an option is the establishment of a diversity committee. This committee would oversee diversity efforts, implement portions of the process, and serve as a communication link among employees, managers and union officials. The primary focus of this committee would be to align performance measures and targets with the organizations strategic and business plan objectives and the work being done on the front line (Plant & Douglas, Pg. 14). This committee would also link the high level decisions making processes with daily operations; in addition to hosting meetings to facilitate the measurement reviews and variations (Plant & Douglas, Pg. 14). In order to embrace diversity, an organization must have a supportive culture and policies/procedures in place that reinforce the workplace to be a respectful, non-judgemental place to work. This committee would help joint problem solve and remove workplace performance barriers (Plant & Douglas, Pg.

responsibility and a commitment to diversity (Alsop, 2008) (as cited in Carpenter and de Charon, 2014).

Today, more and more organizations are moving towards the analysis of how to implement diversity as a core value. For an organization to hold people accountable for diversity expectations, leaders must implement, have a clear understanding, and practice diversity policies and procedures (Williams, 2013). By outlining a foundation together with a lateral approach leaders can encourage diversity understanding (Williams, 2013). Knowledgeable leaders are able to make certain that people are being held accountable for diversity violations and ensure that organizations are doing business that reflects its core values (Williams, 2013). The changes and demands of today’s organizations require leaders to be more aware of diversity issues. Immediately addressing diversity issues allows cooperation’s to be more productive and competitive (Kotter, 1980).