Diversity Initiatives

Diversity is not something one may think about in daily life, or even on a regular basis; however, it affects us each and every day, and in more ways than we would like to believe. The term diversity may be used to describe something positive, such as the diversity of a school’s athletics participants has helped reduce gang violence by facilitating cross-cultural friendships. It may also carry a negative connotation, as in a workplace’s lack of diversity has cultivated an environment of racism and sexism that affects company productivity. It is especially important for employers to be aware of the issues surrounding workplace diversity, as this can affect every aspect of a company. In my search to understand some relevant issues

I am writing to express my interest in obtaining the Summer Intern position with LSAC Diversity Initiatives. Currently, I am a full-time 2L attending Drexel University, Thomas Kline School of Law. I am currently in my third year of a joint degree program with Rutgers University and Drexel, where I will obtain my Masters in City and Regional Planning and Juris Doctor by May 2018. I have a high interest in family, particularly children advocacy, civil rights, and criminal law. I have represented the sort of determination, direction, and diligence that I feel not only effects positive change but also evokes this change with a rich understanding that collective harmony is key to changing the culture of

The analysis of policy in regards to impacts on students, families and community, leads to a discussion of problems within our society and their influence on the very policies created to respond to these circumstances. Within the educational sphere, all polices contribute to the lives and educational experiences of every student and as a result, their families and the community. This case study looks at the Department of Education and Training [DET] Diversity and Equity policy and outlines a school-based scenario that analyses diversity and equity within the classroom. The case study analyses the policy and scenario to formulate discussion about how students, families and communities can be impacted by diversity and equity and

The primary need on our campus is a diversity program. With the opening of another middle school campus this year, our campus has gone from being one of the largest and more diverse campuses in the district to being one the smallest and least diverse in the district. A diversity program will allow the minorities on campus to share their culture in order to build a community that understands we are all more alike than different. Currently this need is not impacting the achievement of students on campus, however, if not address I feel that ultimately this could become an issue that may allow students to feel uncomfortable and create dissention. By partnering with parents and members of the community, I think a program could be developed that allows every culture the opportunity to shine.

This conference will allow me to network with other professionals and vendors in the private, non-profit industry and in academia. We will be able to take the pulse of what is happening for tools, technologies, and processes, and hear ideas we weren’t even aware of. This conference covers wide array of diversity discourse; for example, a window into a few of the concurrent sessions:

On November 25th, 1975, President Gerald Ford signed into law the Education for All Handicapped Children Act, or PL 94-142. This legislation guaranteed that all children with disabilities and their families would have certain rights with respect to education. PL 94-142 has 6 major components: a free and appropriate public education, students with disabilities will be educated in the least restrictive environment (LRE), students will have an individual education program (IEP), the right of procedural due process, the right to nondiscriminatory assessment, and the right to parental participation (Gargiulo, 2012).

Diversity today is seen not only as the aftermath of the globalization process but also as the driving force of progress and an integral part of success of modern organizations. Ethnic, racial, gender, and religious diversity makes each one of us a unique citizen of this globalized world. An organization that brings together employees with such different backgrounds, benefits from the vibrancy of thoughts and varied viewpoints, brought to the company by multiple cultures and unique experiences of its employees. Distinctive capabilities of such workers and their individual skill sets and talents allow them to come up with creative solutions, new ideas and proposals, which increase efficiency of a team. While working together employees of such

University athletic department, responsible for marketing, ticket sales, customer relations, corporate relations, student relations, alumni connections, and community connections. The diversity program has been lax at best, with half of the staff comprised by student interns, adhering to a standardized diversity protocol has proven to be a challenge. Ushering in the new year, with a critical cultural crisis looming over America, it is imperative that businesses evaluate and implement diversity protocols that exceed expectations, in order to protect the university, employees, and customers. Taking the interns turnover into consideration, is it vital to create an effective and comprehensive diversity program. Whereas, the interns

Organizations need to be interested in diversity not just for legal reasons but for moral reasons as well. A company that has diversity benefits not just financially but also economically. Having diversity in the workplace will enable he/she to have more perspectives on problems in dealing with others. Diversity brings in new ideas, new products, and openings of new markets. In America, our culture is made up of diversity and because of this, we cannot stereotype. If we do stereotype then this will lead to less productivity, more stress and, extreme tension at work.

Not sure, why we don’t have one. Personally, I believe that all organizations would benefit from a diversity awareness program. At the hospital we provide care for severally mentally ill kids. In short, a few years ago, our company accepted a contract with the FED’s. This contract allows us to house up to 21 illegal youth immigrants. Many of the kids, had escaped their country, were on the run and were captured by immigration or other officials. We had no training. There was already a huge communication barrier. But many of the staff had no clue how to interact with these new patients. The contract included its own staff of case managers and therapist (Spanish speakers). However, there was no dialogue with the day to-day staff that had to work

There are several diversity issues arise when Mr. Todd went to train Indian call center workers in India to serve American consumers with American products because he had no knowledge about India at all, including language, culture, and work practice (Jeffcoat, 2006). People who come from different cultural background working without realizing that they have different working perceptions can generate conflicts.

To become more involve in Diversity: I have chosen the development in the area to become more involved in diversity, am I an African woman and a U.S. citizen. I was born in the Ivory coast and I went to school in France. Diversity defines where people come from, and also their sex, race, and religion. When people involve themselves in diversity, they are able to learn other people’s cultures – food, music, dance, language, etc. The encouragement of diversity will benefit our society.

Race and gender are only two types of diversity. Defining diversity in your organization must be unique to the work environment and culture of the company (Gunn, 2015).

Diversity programs and development, when managed well, can make or break business innovation and productivity. Micron is a technical organization on the forefront of diversity programming. We will explore this organization 's reasoning for developing a strong program, highlight some key features and make the case that vigorous diversity efforts affect recruitment, retention, motivation and engagement.

The case presents the powers of re-framing a decision within a large U.S. technology development and consulting firm to try and recognize the opportunities and challenges in an attempt to create a more diverse team. Equality and non-discrimination in a workplace are key ethical issues that should be addressed. Diversity consultant, Cecilia was hired to conduct a number of interviews between the senior and middle level managers. She interviewed senior manager, Jim about the demographics of his team (managers, salespeople, analyst) and his personal area of responsibility. He stated that his team mainly consisted of white males and the diversity consultant questioned why that was. Being questioned was what engaged him into the conversation, and responding, “I have tried over the years to encourage a more diverse workforce of young managers in my area.” He proceeds to say he hired a young African American male manager but let him go since he didn’t fare well in the firm. The central goal of this organization is to create development, diversity and to maximize human potential.