Fair Oaks Case

Service is an extremely important part of my life. I believe that through service we are able to serve God. I’ve always been an active member of my parish, Our Lady of Lourdes. Lourdes serves as a family for me, and through this family, I’m blessed with opportunities that allow me to serve my Lord. In 2011, I began volunteering at Our Lady of Lourdes’ Sunday Meal for the Homeless. We provide dinner for local Homeless people in the area of Bethesda, Maryland. I started service here because, I needed service hours for my confirmation, but its become such a joy in my life to see these men and women every Sunday, and I continue to serve them even to this day. Another service opportunity Lourdes has provided me with is the ability to volunteer at

Regardless of how diversity is defined, it is an issue that is sweeping the nation. By the 21st century, racial and ethnic minorities will constitute 25% of the U.S. population, affecting the makeup of the U.S. labor force (7). By the year 2000, women will constitute 47% of the total workforce and the average age of the workforce is expected to increase from 36 in 1986 to age 39 (7). If the corporate society does not address the issue by learning how to manage diversity, they will fail.

Minority administrators have an astronomically immense portion of Americans believing that minorities no longer face segregation in the work environment. The fact of the matter is that these examples of surmounting adversity are the exemption and not the tenet. They are more a consequence of the tirelessness, ability, desire, and resoluteness of these bellwethers than anything else. Numerous minorities have possessed the capacity to get access into the work environment, and conventionally move into lower and center level administration positions. Notwithstanding, by and sizably voluminous, the way to achievement deadlocks. In opposition to prominent feeling, minorities probing for achievement in the work environment consistently experience

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

Here at the facility we promote quality safe care of all our patients through our well trained staff to treat each individual physically, mentally, and spiritually.

The target of this paper is to explore the strategic diversity plan of the U.S. Department of Veterans Affairs ' (VA) with an end goal of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which presents an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the VA diversity plan, created by the ODI. Next, the second exploration section outlines specific focus areas as defined in the Standard University Publication Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis of this analysis and proposes remedies for the gaps. In conjunction, this paper includes appendices which serve as informative supplements with relevant exhibits of the documents used in this research. First, appendix “A” contains the Diversity and Inclusion Strategic Plan FY 2012 – 2016, Diversity and Inclusion Strategic Quarterly Progress and Accomplishment Report Template – FY 2012, Diversity and Inclusion Annual Report – FY 2014, and the VA Strategic Plan FY 2014 – 2020. Second, appendix “B” includes the mission, vision, values and goals of the ODI, as well as an illustration of their organizational chart. Third, appendix “C” provides the Pew Research Center graphical data on the United States population. Fourth, appendix “D” consists of the veteran population graphical data from the National Center for Veterans

Along with meeting each of the resident’s physical and medical necessities, our community is dedicated to encouraging

Keeping in mind the value of “Ad Majorem Dei Gloriam,” in your work and professional life, what motivates you to serve others? What values will give your internship meaning which has or will sustain you over the years?

Furthermore, Ms. Dixon serves currently as the Interim Chair for the Diversity Staff Alliance. Prior to this position, Ms. Dixon served as Office Coordinator for the Center for Leadership and Civic Engagement at ECU. Additionally, she worked previously at ECU’s Ledonia Wright Cultural Center as the Program Assistant. Ms. Dixon is a graduate of Liberty University's School of Business with a Master of Arts in Business Management and Leadership. Ms. Dixon is also a graduate of The University of North Carolina at Chapel Hill where she received a Bachelor of Arts in Sociology with a minor in African American Studies.

In these findings, it is common to see the demographics not keeping up with the changes in the population. (State of Diversity in the Nonprofit Sector, 2015) According to the U.S. Census, approximately 30 percent of the population is comprised of people of color, a figure that is expected to grow to 50 percent by 2042. The Hispanic/Latino population is one of the fastest growing minority groups, currently representing 15 percent of the overall population. (US Census Bureau) Within the next five years, more than 43 percent of new applicants to the workforce will be people of color. (Employment Outlook 2006-2016, U.S. Bureau of Labor Statistics) There is a great need for non-profit organizations to reflect the diversity of the areas they serve. I find a significant disconnect exists between Timely’s values, beliefs and mission. I hope to help them understand the importance of racial diversity, and proactively work towards increasing diversity within their organization.

Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative action and equal employment opportunity programs on the nation's work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force representing a microcosm of our society - yet one that continues to struggle with its identity. Diversity as a social condition is not new to America. We were founded as a nation of Diversity. “America has always been a merger of cultures and, as such, has undergone periods of

According to the six stages of setting price, ①we have to select the pricing objective. Since Cumberland is in the level of introducing CMI, they have to pursue product-quality leadership which is to offer “affordable luxuries” for now and consider about maximizing profit later. ②The second stage is to determine demand. So, Cumberland has to consider consumers’ price sensitivity - in this case sensitive to quality. Therefore, we should think about the benefit to consumers (in question 1-2 EVC)

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.

Within my department we are not as diverse as other areas but we do have individuals of different age, sex and race. We were a male oriented department until recently and we have had to make adjustments to our behaviors with the addition of a female employee. She was very quickly accepted into our department very quickly. Even though we have people of different races and backgrounds we have never had an ethnicity issue. What may be a problem with our building is the age average age of employees. When I started with Honeywell in 1990 our average age was 32, now it is 49 years old. What has caused this is the many slow downs in the aerospace industry and each time there is a reduction it is the less senior people leaving. We are developing an age problem of older people ready to retire and losing the skills they take with them.

“You’ll remember that state law requires the city to provide police and fire protection to