Equality, Diversity And Inclusion

According to the Equality and Human Rights Commission First Triennial Review 2010 “The Equality Act 2010 complements and builds on the provisions of the Equality Act 2006, which itself strengthened several aspects of discrimination law and set out the roles and responsibilities of the Equality and Human Rights Commission.”

Identify the current legislation and codes of practice relevant to the promotion of equality and valuing of diversity.

2.1. Explain how legislation and codes of practice relating to equality, diversity and discrimination apply to own work role.

Diversity refers to our differences such as culture, beliefs, values, views and life experiences. The concept of diversity is to accept, respect and embrace our differences. When people with these differences unite and share the same group or organization we see a diverse environment. Working in a childcare setting, we have the potential to work with an abundance of diversity. This can be very rewarding but can also pose challenges. Positively, we have the opportunity to promote the sense of individuality, sense of pride and belonging by providing a safe and nurturing environment. Discussing each other’s differences is a great way to learn and become aware of the differences in the world. One example of promoting

Identify the current legislation and code of practice relevant to the promotion of equality and valuing of diversity.

Cultural diversity, or multiculturalism, is based on the idea that cultural identities should not be discarded or ignored, but rather maintained and valued. The foundation of this belief is that every culture and race has made a substantial contribution to American history. However, many people remain opposed to the idea of multiculturalism, or cultural diversity awareness, while others often support it and yet have no clear idea of how it should be taught. The diversity of the United States is truly astounding, as many different ethnic and racial groups have contributed to the social,

Ways in which an educator can involve Aboriginal and/or Torres Strait Islander people in their evaluations can be to seek advice and tips on how you can implement cultural safety and education into childcare services; this can help build strong connections and relationships with the indigenous people. Regarding Indigenous cultural safety and education and seeking relevant content the participation from those people helps the services to be culturally safe, acceptance and acknowledgment of Aboriginal and/ or Torres Strait Islander beliefs and practices. Also relevant health care issues, language barriers and kinship requirements should be improved and upgraded, all of these key factors can occur if the educator has a meeting with the relevant

Many people see the goal of diversity and inclusion as having the "correct" numbers of people from different groups. But having a community with the "correct" numbers or "enough" different people means nothing without the willingness to empathize with one another. As a hispanic woman who was raised as a Jehovah's Witness, I often feel like I am just another number. But my background means more than that -- in acknowledging the obstacles I have faced alongside the many privileges I have been granted, I have learned the importance of empathizing with all people. At NC State, I will strengthen campus diversity not being a number, but by truly seeking to understand and connect with those around me.

To me, Professor Rashmi Goel is the epitome of diversity inclusiveness in the workplace at Denver Law. As one of the key people in the Race, Place and Law organization, she lives by the standards of acceptance, understanding, and inclusiveness. She is one of the key reasons that I feel at home and at peace at Denver law.

1. What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks.

I can honestly say that after few months in this course, my knowledge has expanded in so many ways. A lot of the subjects touched on in this course are looked upon with a stigma that most people don’t want to touch. The general public is then left with stereotypes as their main source of information regarding many of these important topics. I now firmly believe that those who have taken the time to dig into these issues of equity and diversity not only have a have a moral obligation, but a responsibility to provide opportunities and equal treatment to those who do not receive as much. There is too much ignorance being touted around as knowledge that has gone on for far too long. Now here’s where I come into the equation. This is about how I will personally take on the responsibility that has been given to me. Unlike most in this class, I am not going into education. I believe for those that will be going into that field, they have a unique opportunity to change lives in a way that they may never fully realize and that’s awesome. However, I have been given my own challenge and opportunity as I make my way into the field of ministry. More specifically, being a pastor. Although I will have a different platform, I truly believe that I can make a big difference as well. Throughout the course of this paper I plan to show the things that I have learned in this course and can take into my professional space, how I specifically plan to do that, as well as what I still

Over the summer I was given the opportunity to participate in a diversity program where my ethnicity was embraced, teaching me that there are people who will openly accept me for who I am. Through exposing the truth of what many minorities face every day, some of those that attended have not heard of the extremities that people go through. It has given me a voice to talk about all those adversities that I have gone through and others that have experienced the same treatment. Mentors are going to be a huge role in my undergraduate career guiding me through every step of the way. They are going to be the ones who will be there with advice and support when I need it.

If love can be taught, then I am convinced understanding, tolerance, and acceptance can be too. Mr. Mandela’s legacy is a reminder to me of why diversity and inclusion work is, and will continue to be, relevant—and why it goes beyond discussions of race and gender numbers, “business cases,” and “creating organizational value.” This work is meant to teach people, and develop within ourselves the ability to recognize, accept, and understand those things outside of the comfort zone of what we know, feel, and believe. This work is meant to cultivate productive environments where we can have seemingly “uncomfortable” conversations, disagree, and still be able to reconcile our differences. This work is meant to be free of judgment, because I have

It was the great Mahatma Gandhi who said, “The best way to find yourself is to lose yourself in the service of others.” Thus, serving as an Advisory Board member would give me an incredible opportunity to continue rising up and reaching back to my community. I would be able first, join in the conversation because I was once told “alone we are strong but as a team we are stronger”. Secondly, it would give me the favorable pleasure of brainstorming with elite diversity champions to come up with suitable ways to reinforce the importance of diversity and inclusion. I am extremely excited and looking forward to being a part of ADCOLOR Advisory Board, which will be a major steppingstone in achieving one of my life’s goals, and I believe that my passion,

On March 22 and 23, Sabine Wade, Underwriting Manager, met with her team members to discuss the importance of Diversity and Inclusion (D&I). Employees with Colonial and CU Members’ Underwriting, Appraisal and Prefunding departments got together to talk about the company’s D&I vision, current demographics of our workforce and took part in a discussion about what D&I means to each member of the group.