Diversity Of Thought And What A Person Looks Like Essay

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

Diversity to me means a large spectrum of differences. In a population, it means an abundance of differing cultures, races, ethnicities, and

Diversity has many definitions but only one true meaning. This concept Analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of the term itself.

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

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,

Recruiting and retaining a culturally diverse workforce are crucial components for an organization that wants to build and sustain a successful operation. Organization must identify and take necessary action to resolve issues involved in the recruiting and

Describe the individual factors that make a person who they are, by giving examples of each of the following factors: a) Physical characteristics b) Emotions c) Likes and dislikes d) Values and beliefs

TU and TCC both have diverse student bodies. The TU website article “Diversity and Engagement” claims to have “students representing seventy-three countries.”. On the flip side, TCC makes no specific claims to the diversity of their student bodies. The TCC website article “Diversity and Civic Engagement” describes their ethically positive perspective on diversity. TU’s website also claims to have “Twenty-five campus organizations” that represent international students. TU has made more effort in addressing the statistics of the university's

According to Wood (2004), diversity is America's newest cultural ideal. Furthermore, the author argued that diversity sprawls across politics, law, education, business, entertainment, personal aspiration, religion, and the arts, as an encompassing claim about human identity. Under these conditions, 21st Century organizations are shifting their recruitment and hiring policy to create a diverse workforce. Likewise, universities are instituting new admissions rules to establish a diverse student body. The importance of diversity has many roles and effects. For example, diversity can improve productivity, create innovation, enhance robustness, produce collective knowledge, and perhaps most important, sustain further diversity (Page, 2011,

Fresno Pacific University has undertaken the daunting task to develop a cohesive strategy in creating diversity within the Fresno Pacific University System. While the above is good, what about diversity within the university’s board of trustees, board members, administrative team, and professors? Has the university encouraged members of the minority race groups, ideology and religious beliefs to apply and have the same employment opportunities as people of the same race and religion equal to the opportunities of the majority demographic group of university employees? Diversity is desirable yet the sustainable and successful obtainment is difficult and problematic. The university further states, “Fresno Pacific

Emphasized in 10 Reasons Why We Need Diversity on College Campuses is the expansion and growth of ethnic groups in America and the failure of universities to represent the population on their campus; America’s future workforce will be soon comprised of people of minority groups (Kerby). The county’s workforce will be inferior to other advanced countries if colleges don’t work to provide higher education for minority groups. By strengthening individual people, the society is collectively stronger. In order for this to happen, universities need to be focused on diversity in

Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent. Candidates from minority groups may be put off applying for positions in organisations that do not make their commitment to inclusion known.

Amidst the angry commotion of a Confederate flag rally at UNC’s controversial Silent Sam statue, one man’s voice gave pause to both ends. This man, the apparent leader of the pro-Confederate group, was African American. His atypical account of why the statue should remain touched on values he attributed to both his upbringing and his identity. Despite our vicarious attempts to understand the range of people’s backgrounds, there is no substitute to directly working with them. Diversity within a company is integral to innovation, for people of different cultural perspectives bring unique approaches to challenges at hand. Creating an environment in which people are empowered to speak up, improves the team’s productivity and well being. All companies invest heavily in recruiting the best people, but have only recently recognized the benefits of diversity and acted upon the faults in their recruitment criteria. To me, this delay to act is surprising.

     Things are not always as they appear. You may think someone is a certain way because of how they dress and carry themselves this is called stereotyping. Many people stereotype without even noticing that they are doing it. Everyone has his or her right to first impressions, but stereotyping is wrong. There are many examples of this topic in literature as well as in our society today.

The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.