My Time At Plateau Asset Management

As an economically disadvantaged, minority student who ventured out of a small, closed-minded town, I have developed a passion to serve the underserved. Throughout my life, I have been associated with and witnessed the consequences of being a minority. For example, with 1% of my high school identifying

My internship experience proved to be valuable in terms of exposure and knowledge. Attending the M-1 Rail Community Advisory Council meetings were very rewarding. I was able to observe and interact with the public on their thoughts about M-1 Rail. The internship has taught me that it is important to learn how to demonstrate professionalism but courteous behavior at all times. My internship has definitely given me a better understanding of my skill, but most importantly, I’ve come to learn that I am not alone. This job has taught me that almost everybody is in my same position. Thanks to my I know that if I continue to work hard things will fall into place. Being my first position in an office atmosphere, I didn’t know exactly what to expect.

What does the word minority mean to me and tell a situation in which the actions of myself or of others toward minority? It's a scholarship that gives one thousand per semester for one year

The situation that brought me from my first internship to the second one was frustrating and difficult. Nonetheless, it provided me with beneficial learning experiences for my career and life in general. One of the silver linings of interning at these two considerably different internship experiences was increasing my knowledge of two different types of business. The first of these areas was in the Non-Profit organization at PACS, where their mission is to empower individuals who are struggling. The nonprofit industry has always deeply interested me, and what I learned at PACS only fueled that interest. The time I spent at PACS was brief and ended abruptly. Nonetheless, I learned valuable and significant information and gained an understanding of the various business characteristics that are essential in nonprofit organizations.

In my experience emerging in a country where most people look and act a certain way, while I am the outlier thanks to my different looks and traditions, has made me a minority. Being born in Mexico City from a Jewish family that immigrated from Poland two generations ago, and then going to college in Texas, has made me feel the differences of being lets say, “different”.

I reside in one of thee most diverse city, state and district in America. Silver Spring, Maryland! Surrounded by the atmosphere of the Nation's Capital politics. Yet the biggest issue that is very dear to my persona is the achievement of minority scholars in America . Falling into the category of not being very privileged, I beg to differ what attributes being a minority has . To begin , the acknowledgment of minorities must be recognized . Where ever around the Globe we derive from . Minorities carry characteristics of being capable of the following . Open mindedness , risk taking ,passionate , willingness to succeed and cultural background in their spirits. If anything this has to do with one of the biggest issues in my hometown . The lack of

Marginalized students’ experiences in higher education have been a reoccurring topic in our class this semester, so this article is extremely disappointing to read. Through my undergraduate experience I had experienced some tokenism, but what I experience the most was colleagues (white) and instructors (white), who acted as experts on race and marginalized students’ experiences. Sometimes everyone wants to hear your opinion, but I have also experienced situations where my opinion didn’t want/need to be heard on a subject that I might have experienced myself, and that is upsetting. Doctoral work is not easy, and to not have a mentor or supporting team behind you would be enormously discouraging and detrimental to the academic

Diversity in the workplace has always been an interesting topic to explore. When studying the topic, one is able to see how minorities and women do not get the same job opportunities at career growth as non-minorities. The lack of diversity in the workplace can definitely keep a company from reaching its full potential. Our guest speaker Patrick McKay explored different topics dealing with diversity in the workplace that shed light on why trying to diversify the workplace occasionally fails. McKay also mentioned how it is important to be mindful of the location you choose to live when beginning your career. In the article Doing Diversity Right, Derek R. Avery and Patrick F. McKay explain how “managing diversity” in the workplace is vital in today’s workplace. Over the years there has been a greater emphasis put on insuring diversity within the workplace. McKay and Avery explain the importance of creating a diverse environment in which companies promote. It is not enough to solely recruit minorities or women but also the environment of the workplace must allow the individuals to thrive. In the article Warning! Diversity recruitment could Backfire, Patrick McKay and Derek Avery explain how companies should implement diversity into their company programs. Having a company culture that embraces diversity is the key to successfully diversifying a company.

The insufficiency in the representation of minorities in higher education administration and tenured faculty remained consistently problematic in spite of the existing and growing awareness within the higher education community (Nye & Maxey, 1994). According to McKenney and Cejda (2000), minority representation in the American higher education system has generally been a major issue for the academic community as a whole.

Growing up as a minority in a close-knit small town with people of various other cultures around the world, diversity is a topic I am accustomed to. However, in the entirety of my eighteen years on this earth, I had never attended a university-level diversity lecture. Dr. Mindy West’s faculty lecture on Friday the twenty eighth of October at three in the afternoon, in the BAC building was my first university-level lecture on diversity. Dr. West’s lecture on diversity to the half-full room of anxious business students shocked and astonished me on multiple different levels.

As a Supplemental Instructor Leader, I have offered assistance to students who had difficulty understanding the class topics. I have also corresponded professionally with faculty members on a regular basis. Consequently, I have gained strong written and communication skills that I could transfer to working with Abt Associates. During last summer, I completed an analytics focused internship with Channel IQ, a data firm in Chicago. As a Data Analyst, it was required to acquire and report a large amount of data meeting tight deadlines.

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

This diversity audit begins with a background about the company, as well as some important information about key Diversity executives. What will be addressed in the audit are what efforts Johnson & Johnson made to foster diversity competence and understand, what efforts were made in furthering the knowledge or awareness about diversity, what strategies were used to address the challenges of diversity and how will you ensure that your leaders and managers will be committed to the diversity initiative. The audit concludes with a quote from the vice president of recruiting at Johnson and Johnson, as well as

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often

Before starting this internship, I always know I never could be well enough to prepare