Diversity

Even before the integration of baseball, Robinson displayed his intolerance for racism. While in the army, Robinson was stationed at Fort Hood in Texas. On a public bus, Robinson refused to move to the back when ordered to do so by a commanding officer. He was then court marshaled, but later acquitted (African American Biographies 106). Even though the dispute resulted in Robinson’s honorable discharge, it made clear Robinson’s stance on bigotry. This event would become a major factor in his selection to integrate baseball.

On December 1st, 1955, Rosa Parks refused to move to the back of the bus in Montgomery, Alabama. Everyone has heard of this story, but what most people don’t know is that Lieutenant Jack “Jackie” Robinson also made the same action, 11 years earlier (“Robinson Refuses to Move to the Back of the Bus”). On July 6th, 1944, Robinson was riding a military bus at Camp Hood in Waco, Texas during World War 2. Robinson was asked to move to the back of the bus by white men. He argued and fought until he arrived at his stop, in which they continued to argue with him, leading a bus dispatcher and a military policeman to join in. Robinson was then referred to as a “nigger Lieutenant” which enflamed him, causing him to say “he would break anyone in two

As diversity and inclusion gain more attention in the society, more research has been done on their impact to organizations. Not too long ago, organizations implemented diversity management initiatives, such as affirmative action and equal employment legislations, just to fulfill their legal requirements (Jayne and Dipboye, 2004). However, diversity and inclusion have since then become a business imperative.

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

One of the objectives that the team discussed was diversity in the workplace. Major corporations have encountered issues concerning diversity in the work place. Our team can directly relate to this subject in the workplace since all of us are diverse minorities in our individual work place. It was discussed in the group that diversity in the workplace is the manager’s responsibility to insure that the workplace is a diverse environment. Managers in most companies are required to hire a diverse staff. Managers have the ability to use race, religion, and tenure as qualities to inspire success and

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

MasterCard has also partnered up with other minority-focused organizations, such as Women 2.0, which is focused on connecting talented women in technology to existing entrepreneurs (6). The relationship between Women 2.0 and MasterCard will help create communities of innovative women in technology, and to help them cultivate future leaders of these women and provide continuous support through their careers (6).

Based on the article, "Mindful Reflection as a Process for Developing Culturally Responsive Practices," prepare a 500-750-word reflective essay. Within your essay, address the following:

Workplace diversity is a complex issue and addressing it is necessary to have which a competitive advantage in today’s fast-growing economy. While women appear to thrive at entry-level positions, moving up the ladder is challenging. In fact, retaining women and minorities in the workplace has become increasingly harder for large companies, especially healthcare organizations. Despite the clear value of having a diverse workforce, like increased innovation, improved financial stats, and enhanced organizational performance, reputation, healthcare organizations are still struggling to attract and retain minorities and women in leadership roles. A multicultural workforce is always

One major problem in the organization is the issue of appreciating diversity within the workplace. Most employees and some management personnel see this as a threat and therefore there cannot be efficient teamwork cohesion in doing projects. This may be due to the fact that they have reinforcing homogeneity perspectives or color-blind perspectives (Prasad, 1997). Leaders should try to make changes to this major issue since it affects operations where diversity is required to achieve strategic goals. The organization should plan to change the mentality of those rejecting diversity, to embrace Fairness perspective, access perspective, integration and learning perspectives which will ensure a unison move to prosperity of the organization (Clements & Jones, 2008). The organization’s vision requires diversity in place since diversity offers:

Finally, in Deloitte report while reviewing key Human Resource statistics diversity and inclusion was consistently reported as as the least important issue and amount the fortune 1000 a full one- fifth respondents indicated that their organization very informal diversity efforts with no structure at all, with 41% of study respondents specifying the underlying reason being that they’re “too busy”. (Rezvani). Whereas, today more and more Ceo’s are restructuring and beginning to show more inclusion and put forth more effort in the importance of diversity.

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

If the quote above is to be believed, then the strength of a classroom resides in the differences rather than the similarities of its students. In my Pedagogy course (PEDG 5367) concerning diversity and multi-culturalism, I was able to realize first-hand how diverse a classroom of learners can be. I was instructed to create a unit plan (see Appendix A- Manners Across Cultures Unit Plan) that comprised approximately five hours of instruction time. In the unit plan I had to reflect on diverse learners and include instruction which met the needs of several different populations of students including special

We live in a society where people come from different countries, they belong to different cultural, religion, ethnic groups, and races. All these factors come together and contributes to differences that make us unique from each other. Hence, a multicultural country with huge diversity. This reflection journal will cover what “human race” is and what role it plays in ones’ personal life and in a nursing profession. Moreover, what bias, assumptions and judgements are, and how to avoid them. Lastly, what caring is and what role does it play in nursing.

In response to the growing diversity in the workforce around the world, many companies have instituted specific policies and programs to enhance recruitment, inclusion, promotion, and retention of employees who are different from the privileged echelons of society. The privileged groups may vary from one country to the next. The workforce of the world is a dynamic environment, and in order for this dynamism to be put to use for the benefit of organizations, they must develop an effective strategy for managing diversity. Global Diversity Management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational