Diversity At Work

To start this article Mays and Cochran discuss how recently there have been surveys that have looked for a correlation between mental health disorders and sexual orientation. They then state that their survey will expand upon this idea to try and discover if perceived discrimination, sexual orientation, and mental health are related. Mays and Cochran conducted this research through a survey and questionnaire.

The purpose of this paper is to explore various considerations when counseling members of the lesbian, bisexual, gay and transgender community (LGBT). When counseling LGBT members, the psychology professional must be aware of various factors that may influence effective treatment. For instance, the historical treatment of the LGBT community by the mental health profession is important to understand in order to make strides at improving institutional attitudes and approaches. Other factors such as community perceptions, interfamily relations and cultural bias are all relevant to successful therapeutic outcomes. This paper aims to discuss these factors in order to present a comprehensive review of the cultural considerations involved with counseling the LGBT community.

I am very happy witht the progress that Vicky has made in her job so far. She has been with the Bureau about 8 months and she has become invaluable to us. She understands the division and bureau vision and direction. She is a real team player who actively participates in bureau meetings and activities such as coming up with a vision and mission statement for the PPI bureau.

This paper will be a short summary of the ways in which a Counselor can navigate effectively the growing yet sensitive topic of Sexual Identity; based on Chapter 10 of the Christian Counseling Ethics book by Randolph Sanders, entitled The Sexual Minority Client. This paper will discuss the responsibilities Counselors have in being aware of their own competence levels to counsel efficiently clients who have questions regarding sexual identity. This paper will discuss controversies and issues surrounding homosexuality as well as the steps a Counselor must take to preserve their Integrity while preserving the well-being of the client. In conclusion, this paper

Are today's corporation’s diversity programs really successful? The idea of diversity going well past the traditional work environment and implanting diversity programs that allow a welcoming work environment. Diversity requires the acknowledgment of commitment that every employee is their own individual, not similarly as individuals from administrative assigned gatherings. Diversity calls for administration of associations to be extremely comprehensive enduring the individuals who are diverse as well as praising those distinctions. It requires the opening of non-conventional occupations to men and ladies of all ideologies, backgrounds, religions, races and ethnicity. University Hospital (UH) diversity and inclusion concepts creates a work

Furthermore, the power of context is the things in the environment can change people’s behaviors. This will let them know what kinds of actions are properly doing at what time. Lofferda proposes that some higher level people in the society always do not have good behaviors and take advantages of gays, she states that “the Supreme Court upheld a Cincinnati ordinance that denied gays and lesbians legal protection from discrimination in housing, employment, and other public accommodations” (249). This quote shows that even in higher government, the gays cannot get the same treatment like the housing and employees as the other residents. The surroundings around them are really terrible. They cannot get really benefits and advantages from the society or the government.

Every work environment is full of different types of people. Every one person treats their job differently than the next. I have worked in plenty of places where I have seen people who are unique compared to one another. Some people really work hard and appreciate the opportunity they have been given. Others, however, take the job the received for granted, and abuse the privileges that have be given to them. I personally think hard work and dedication to the job I am currently working is important, but some would people disagree. Throughout my working experience, I have worked with many different types of people.

With both parents in the Navy, I was surrounded by a diverse, ever-changing populace for the majority of my life while we lived in Virginia Beach. My friends, classmates, and fellow city residents consisted of a myriad of different ethnicities, religions, and backgrounds. Being raised in such a diverse culture helped me foster an open mind and respect everyone. Additionally, growing up in a dual-military family I endured multiple moves and being separated from one of my parents for long periods of time. While troublesome, I feel this gave me a unique advantage. I have become self-reliant and I am more apt to take initiative than many of my peers. Furthermore, I learned to quickly adapt to my surroundings. My upbringing has overall led to me

Planning, initiating and maintain a diversified workforce and environment allows for the development of a well-equipped workforce that is poised to meet current and future challenges. In the public sector, these issues, including addressing skills shortages, recruitment and retention, succession planning and knowledge management for an aging workforce.

The controversial issue of diversity within the workforce is more complex than most realize because public organizations versus federal agencies deal with a greater level of diversity. This is due to public policy focus on enforcing upon public organizations a need to increase their representation of minorities while they struggle to manage efficiency as well as oftentimes conflicting and multiple organizational goals. According to Choi and Rainey (2010), more scholars believe additional research is require on this topic of organizational outcomes as it pertains to public agencies and diversity (e.g. gender, race). The assumption and problem researched in this study is whether diversity improves creativity, innovation, and decision-making in

Diversity encompasses a variety of issues which influences personal identities with reference to education, professionalism, status of the parents and the geographical origin (DEEWR, 2009). The organisational structure of the workplace can impact positively on phonetic and cultural diversity through advancement of good inter-personal relationship and administration of appreciation among individuals in the workplace (Manning, M. L., & Bucher, K. T, 2007). For instance, a workplace which accentuates in making children aware of the need to co-exist with one another in school ensures that the children will develop respect to one another regardless of their ethnic background or geographical origin. Children will gain knowledge from one another

As a reflection of societal culture, schools serve as primary units of socialization for children and adolescents. Through their prescribed curriculum, rules and disciplinary actions, schools communicate societal messages to students and the community at large regarding appropriate norms, values and beliefs. Unfortunately, at times, these messages can communicate rejection and intolerance towards certain populations. This is often the case for gay/lesbian/bisexual (hereinafter g/l/b) individuals. Despite the current multicultural counseling trend, the g/l/b population remains unrecognized and ignored by many school counseling professionals.

The Civil Rights era which persisted across the 1960s and 1970s would bring about extensive and explicit change. For both women and for ethnic minorities, the push for equal rights saw changes in the wording of our laws, our expected ethical norms in the way that we address discrimination as a society. From that juncture forward, we have been engaged in a collective effort as a society to undo the longstanding inequalities that persist in our culture and in our society. In spite of the considerable success that we've had in doing so, there remain substantial obstacles for the personal advancement of women, minorities and, perhaps most severely, minority women. What is so trouble is that many of these obstacles continue day-to-day out in plain view and yet largely unseen. The term for these apparent but invisible obstacles is the glass ceiling, a force which stands between the advancement of minority women and their white, male counterparts. The discussion hereafter considers this ethical issue from both a cognitive and an affective standpoint, drawing views from standards of ethical decision making in the counseling profession.

Among the many issues that face the counseling profession, counseling culturally diverse clients is one of the most challenging. Becoming culturally competent is a road that all counselors must travel in order to be truly effective. In order to successfully travel that road, counselors must have multicultural training with the intended destination being culturally competency. Cultural competence requires trainees to become aware of their own world views, their assumptions of human behavior, their misinformation and lack of knowledge, and most importantly, their biases and their prejudices (Sue & Sue, 2016). Because of the complexity of working with populations from diverse backgrounds, a broad range of counseling theories and research is needed.

A gay man’s lack of career development stems from negative stereotypes, employment discrimination, minority group status, and limited role model’s due to cultural oppression (Datti, 2009). Whereas, trying to locate employment in recovery can be a frustrating process due to stigma, legal issues, resume gaps, and whether to disclose past substance misuse (Graham, 2006). Hence, counseling a gay client in recovery has several implications that include; accurate assessment, life stage and transitions, cultural counseling, and utilization of role models which will be explored in this article.