Office For Equity And Diversity Case Study

The philosophy of the primary school where I work is that every child's unique needs and abilities should and must be honored. Children's different learning needs and styles are incorporated into the curriculum. On an informal level, teachers are encouraged to make use of lesson plans that utilize different types of media and methods of evaluation. Lesson plans often make use of visual and kinesthetic aspects of the learning experience as well as more traditional methods that emphasize mathematical, spatial, and verbal intelligences.

he current legislation and codes of practice that promote equality and valuing of diversity are…

Are State Senate district 12, and State Assembly districts 24 and 25 racial gerrymanders prohibited by the Fourteenth Amendment’s Equal Protection Clause with race as a predominant factor in redistricting?

In my intro to social work class, I was able to learn more about the Diversity Certificate Program. When my advisor first told me about the program, I did not know if I wanted to do it depending on how busy my schedule was. But, after I heard more about the benefits and opportunities that I would obtain from this program, I decided that it would be a great opportunity and I wanted to be a part of it! Plus the program is flexible so I can be able to incorporate it in my schedule so I can graduate on time.

The outlier that is most noticeable is Stacy’s responds to diversity and the age range of her student body. However based on her age, which I assume is somewhere between 50-70, because she stated that she started high school in 1983, the lack of diversity is to be expected. It maybe quite ignorant of me to assume that Stacy is Caucasian, and that she possibly attended a school where minorities may not have thought about attending at the time; hence the lack of diversity. However, since neither a follow up question nor an open-ended question is asked, I cannot know for sure.

The assessor must adhere to the centre’s equal opportunities, equality and diversity policy at all times when assessing learners. Every effort should be made to avoid discriminatory practices. Particular assessment requirements of learners must be identified and met where possible. This is to ensure learners with particular requirements have access to appropriate materials/equipment/facilities to support them.

For those of you who don’t know, I work at the office for Equity and Diversity at the University of Utah. My office recently launched an initiative called the Student Emergency Fund. The Student Emergency Fund is a one-time $500 grant providing financial support to students facing a crisis or unexpected expenses such as an accident, illness, a death of a family member, fire damage or need for temporary housing. As someone who has had similar unexpected expenses, I want to support this initiative as strongly as I can to ensure financially struggling students do not hurt their college career.

It is important to understand the broader issues faced by families, this is so you can respond to each family’s individual needs and provide them with support to help them more effectively and attentively. The best way to do this is by asking lots of questions and finding out as much information as possible. For example, finding out the Child’s country of birth, where they grew up, how long they’ve lived in Australia for, what languages they speak, what food do they want their child to eat and is there anything they would like us as educators to do that may help enrich their child’s experience while they are at our centre. Understanding of the children and families in our service is very important because it enables us to share each child’s

Managing diversity’ refers to a range of management and leadership practices that aim to value diversity in the workforce and help an organisation be more successful. This book provides an introduction to the theory and practice of managing diversity (and Equal Employment Opportunities or EEO). The book covers topics such as: the role of historical struggles in the development of managing diversity practice today, demographic and social change; theoretical debates; discussion of each of the main groups that managing diversity programs often focus on like gender, ethnicity and religion, people with disabilities, and mature workers; and practical tools for implementing valuing diversity initiatives. The book has been written by a very experienced

Describe your impression of the culture of the facility where you visited, work or worked.

The use of employees in the creation of diversity program is essential to successful development of the program as well. Employees who find behaviors to unacceptable behavior, distasteful or inappropriate to another employee due to sex, age, race, etc. may choice to ignore the employee and/or report it to their immediate supervisors. As employees will be required to submit what is considered right from wrong, what is acceptable and what will require training, input from employees via a survey or an assessment may be helpful. "Satisfaction surveys have shown that employees who are happy at work make far more productive and loyal employees" (Johnson, 2011)".

I assess how diversity influences occupational opportunity and participation of individuals through my reflection on my cultural self-awareness in OTS 401.

Why organizations should pay attention to equality and diversity, it is also required by legislation. The new Equality Act’s effective date is 1 October of 2010, this act is aim to protect individual’s rights and provide same opportunities to each one (The University of Edinburgh, 2015). Owing to the discrimination is become serious, so it involved in this act to protect individuals who treated unfairly. There are nine kinds of legislation list as follow: (The University of Edinburgh,

Sierra was on time for her interview. She was professionally dressed. Sierra was prepared for the interview and she came with her own questions. She loves sports. She is very passionate and will 110% in everything she does. She is the senior class vice-president. Her mother is a doctor. She stated that her friends would describe her as a leader, caring and very competent. She is self-motivated. She always have a backup plan. If she could not be a doctor she would be a paramedic.

According to Adler and Gundersen (2008), many organizations today are forced to make a decision on how to manage cultural diversity. To this end, they face three choices: ignore it, minimize it, or leverage it (p. 99). Each decision leads to different strategies for managing diversity that produces different results. This essay presents a specific case involving a workplace cultural conflict, and argues that leveraging cultural diversity through a synergistic approach is the superior strategy.