Diversity Team Case Study

The term diversity is not an uncommon word on campus, it is something we are looking for to ensure we are incorporating as much as we can everyday; in our conversations, hiring practices, mission statements, and more. But the conversation of diversity is not happening at the

My overall goal for diversity regarding teaching and curriculum is to include all races, cultures, backgrounds, perspectives and opinions in all subject areas. At the elementary level, this is an easier task to accomplish in reading, writing and social studies but presents more of a challenge in science and math. Being aware of the what the

forthcoming. “Diversity has long been viewed as a tool to enhance education, and research has

Over the last few weeks, diversity has been our main focus. We read a very interesting article about diversity and how teams are much more productive when they are composed of male and female workers, rather than solely male. This was also the case when a test group with all the same race, completed the

Although diversity issues exsist amongst many schools, the focus of this paper on secondary and post-secondary schools which tend to make diversity training a choice for students and staff rather than a requirement. Elementry schools, in our local district, tend to put a greater emphasis on diversity issues. That is not to say that what they are doing in the elementry schools is enough, however, it is a step in the right direction.

After the workshops, there was about 15min break, followed by keynote address by Lisa M McBride, Ph.D. holder and a vice president for Inclusion Excellence at Salem State University. Lisa in her keynotes explained what inclusive teaching strategies were. She refered to them as teaching approaches that strives to serve the needs of all students, no matter their backgrounds or identities and support their engagement with subject materials. She also made mention of racial

The Center for Diversity and Inclusion (CDI) at the University of Houston was founded in 2014. The purpose of CDI at the University of Houston is to support the campus community towards a diverse and inclusive campus. In this paper we have noted our observation and interpretation.

I found the concept of being diversity-supportive to be the most important concept of Module 6. I think it is the most important concept in this module because in each part of being diversity-supportive, we are taking an approach that is not only the right approach to take with every individual, but the right approach to meet organizational goals and lead highly effective teams. Because being diversity-supportive means acting proactively, the concept is leadership-driven, it encourages ownership of initiative, promotes thinking inclusively, and has the goal to mainsteam diversity, we can see it really boils down to two things: getting to know people so we can anticipate their needs, wants, and pitfalls; and removing barriers to every individual succeeding to the maximum extent of their ability.

Another strategy that can be used as internal is alumnus and faculty who can speak about own experience and struggle with diversity and how it changed overtime on campus. Another goal is facilitating learning outside of the classroom by creating a book club and movie night hosted by faculty that deal with diversity issues, change, and challenges the campus faces. Also, programing designed to engage students by bring laughter and fun such as bringing a comedian and open-mic for students to display their talents. By each student displaying their own talent that shows the diversity of different talents on campus.

Since beginning this class my definition of “student diversity” has change throughout the summer. The topics we covered were unique to the class and engaged my interests. These topics were not discussed in my previous Master’s courses and most of the topics were considered not important to teaching. When I was told I had to take a student diversity class I was tentative. The definition I had before the class didn’t include many of the topics we discussed during the forums. My thought process has changed a lot and I can’t wait to incorporate many of the strategies I have learned throughout the course. I’m more prepared and confident when it comes to

Camp Noah is an organization known for its ethics, fair treatment practices and appreciation for diverse talent that make it able to attract a wider pool of qualified applicants. Other advantages include loyalty from clienteles like adult, parents’ who place upon them the trust and care of their children. During their one week-long camp at Camp Noah, the interns, volunteers, and staff would have showcased a workplace that demonstrates diversity closely becoming a necessity, a streamer that establishes a wave to embrace a commitment to differences and change.

Two of the biggest challenges facing my organization is communication barriers and diversity in leadership. Being able to effectively communicate with co-workers and members of the credit union is important. Often, we encounter situations where the member does not speak English and it difficult to assist them. Next, diversity in leadership roles shows visibility in the workplace. Organizations that do not support or nurture a diverse workplace might be able to recruit such talent; however, retaining such talent has proved to be a challenge for organizations (Martinelli, 2016).

The development of exceptional diversity training class organizations extends their reach far beyond race, culture, gender, and workplace ethics. Successful

The company that I work for is very diverse as is the area that I work in. However, I never realized the extent of the company’s diversity. I have a team of 22 including myself and after running the numbers, I realized that 55% (12) of my staff are immigrants and the remaining 10 are American born. The immigrant employees come from different areas such as Uruguay, Colombia, Philippines, Haiti, Cuba, and the majority from the Dominican Republic. The majority of my team stated that they came here because there is more opportunity, or their parents brought them here so they would be more successful. I made the mistake of assuming that the one Mexican in the store was an immigrant; he quickly corrected me and informed me that he was born in

Summary: Since inevitable change of diversification is taking place in the workforce due to the globalization, therefore, understanding of culture and diversity is of great importance for manager to manage a multicultural team where people has different values, beliefs and conventions. To find out how important culture and diversity are to team management in international business, this article emphasized on the important effects of culture and diversity to multicultural team and the solutions to deal with cultural barriers for manager when effectively managing a team. By comparing different types of cultural issues, results suggested that understanding culture and diversity can enhance effective-decision