Merion Mercy Academy Summary

Diversity is something described between the differences of two individuals. Diversity means that all individuals showed be respected and valued, therefore you must be aware of the individual’s differences and must not barricade the way they have been cared for. It is you knowing and looking after an individual with full understanding of the difference in their personal characteristics. It is also when you encourage those differences and use them in different cohesive communities and in an effective work force. It is important that you recognise that each

Diversity is the process where all individuals are respected and valued the same. This means within a health and social care setting all individuals care is not obstructed or compromised by their differences whether this race, religion or gender.

One way to face this wave of diversity is to learn to accept and value it (http://www.online.wbc.org/Docs/starting/diversity.html). What is diversity? Why does it matter? Once this is

As a child, growing up in a low income household has made me humble and attentive to other’s situations. Similarly, my South Asian family has instilled a strong nature to serve others, which is the reason I have been involved in service learning activities throughout my undergraduate career, such as LIFT – Chicago and Refugee One. Even post-graduation, my work at Wekaw caters to urban underserved populations. In graduate school, I wish to continue this involvement in campus organizations which enforce diversity inclusion, whether it is joining a volunteering club aiding community populations or conducting research with immigrants. This is one aspect of diversity I can contribute to Rosalind Franklin University, and is also why my professional goal is to work in a community hospital serving diverse populations.

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

Without a doubt, in current times the public school’s roster reflects the demographic makeup of its neighborhoods; racial and culturally, and these are the results of economics, more than a racial circumstance. That said, in continuing to change there will be more court cases on isolated discrimination and beyond the school system to allow changes needed. Currently, being able to have schools with diversity opens the minds of our youth to explore the world’s culture, it provides early on people to steer

Diversity is about recognising, valuing and taking account of people's different backgrounds, knowledge, skills, and experiences, and encouraging and using those differences to create a productive and effective educational community and workforce.

The Diversity Achievement Program is a 2 part program sponsored by the office of Diversity & Inclusion designed to provide support for students from underrepresented populations. This program recognizes the challenges of attending Marietta College, a Predominantly White Institution located in Washington County, Ohio. This program prepares students to confront a variety of challenges they may face while on campus and in the community. The primary goal is to ensure each student is successful academically, personally, socially, and professionally. To achieve this mission, the transition program, mentoring program, and tutoring programs have been created.

Workplace Diversity does not only refer to those groups that have been discriminated against or that are different from the dominant or privileged groups, but to the mixture of differences, similarities and tensions that can exist among the elements of a pluralistic mixture.

Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are

The word diversity represents a large group comprised of different people with different experiences. These differences include race, color, religion, gender, national origin, sexual orientation, age, disability, veteran status or citizenship. However, “diversity” does not address how these different people function or work. Inclusion enables us to strive to have all people represented and make all members, partners and employees feel welcomed and valued, not only for their abilities, but also for their unique qualities and perspectives. The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique,

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Diversity is defined as “the condition of having or being composed of differencing elements” (Webster Dictionary). Through my clinical experiences I have seen a lot of diversity whether it be different ethnicity, the family culture/make-up or students living with disabilities in the classrooms. Specifically, in my urban clinicals I saw more ethnicity and culture diversity differences between student to student and student to teacher relationships. However, in my suburban school clinical experiences I also saw diversity, but in a different way. Here I saw much more diversity in family make-up.

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.

In the article, “Making Difference Matter: A New Paradigm for Managing Diversity,” the authors David A. Thomas and Robin J. Ely state that the discrimination-and-fairness paradigm and the access-and-legitimacy paradigm are the ”perspectives that have guided most diversity initiatives to date.” (p. 80) Thomas and Ely took these two paradigms and came up with the learning-and-effectiveness paradigm, which combines the best of the discrimination-and-fairness paradigm and the access-and-legitimacy paradigm to create a paradigm that genuinely shows care to learn and understanding of diversity.