Stacy's Response To Diversity Case Study

The people in the world that we live in are extremely diverse, in terms of the nationalities, religions, gender classifications and physical abilities. Social workers must have a clear understanding of the consequences of diversity and difference and the mechanisms of oppression and discrimination as they relate to human development. The range of different ethnic and cultural backgrounds that social workers will practice in is huge. Because of this, social workers must have an understanding of the values and attitudes of a multitude of different cultures as well as an understanding of their own attitudes and

When America was founded, it was established on freedom and equality for all people. At first it was just religious freedom, but eventually freedom of speech, press, petition, and more. In time, America began to be known as a “melting pot” of cultures as more and more people came because they wanted this freedom; the more people who came though, the more problems America had. There were too many cultural discrepancies between people, and ultimately America, the country based on freedom and equality, faced challenges concerning diversity.

The client I chose for this diversity interview is 13 year old Willie Hazzard. Willie is the youngest son of Diane Hazzard. Willie is clearly effected by the many generations of poverty, his mother’s addiction, the neglect due to his mother’s addiction, and his exposure to the foster care system. Willie appears to lack trust, he is hostile, and he seems to be a little too familiar with living on the streets. His lack of trust can be attributed to his mother’s lack of parenting when he was little which caused him to be removed from the only home he had ever known and thrust into the child welfare system. He bounced around to a few different homes and was returned to his mother 6.5 years later so he was never able to plant

As an active member of the LGBTQIA+ community at DePaul and at home, I know quite a few trans* people, or at least more than most, and the one thing I am most concerned about is being a good ally. I’m embarrassed to say that only since arriving at DePaul I’ve begun to look more into how any of my words or actions may come across as hurtful or as microaggressions. I’ve had issues with my gender identity in the past, primarily because the concepts of masculinity and femininity are so antiquated and subjective, but I truly have no way of understanding the depth of oppression that people of the trans* community experience. The expression of my gender is fairly inconsistent and many people have labeled me androgynous and I have considered agender (someone whom identifies as being without gender) but I’m fairly comfortable (not perfectly) with my current identification. So everything from gender misidentification and discrimination due to the fact that I no longer repress myself by dressing and presenting myself in an overly feminine way has led to some really crappy stuff. Regardless, I have had so many benefits and rights granted to me simply because of my cisgender status to the point where it made it difficult for me in the past to see them. People usually use my correct pronouns without asking, I have bathrooms available to me, going to get medical help isn’t a production in which I have to be concerned about

Their husbands have become equals instead of being the man of the house and handling all of the decisions. Decisions are now being made by both men and women.

Latina Style Top 50 Conference is an America’s diversity initiatives and commitment to advancing the careers of professional Hispanic women and to promote diversity and providing career advancement opportunities. With the eagerness of Anna Maria Arias, Founder of LATINA StyleMagazine, she began to explore deeper into the business world and bring forth powerful and useful information on the increasing importance of recruiting professional Latinas. They provide a valuable reference tool for Latinas entering the workforce or changing careers.

According to an opinion widely held, homosexuality is said to be freer today than ever before. It is present and visible everywhere: in the street, in the newspapers, on television, at the movies. It is even supposedly completely accepted, judging by the recent legislative advances made in many countries for the recognition of same sex couples. Certainly, some work remains necessary in order to eradicate the last vestiges of discrimination. But with changing public opinion, it will only be, according to some people, a matter of time, the time needed for a movement begun many decades earlier to achieve its goals.

The Office for Equity and Diversity (OED) is eager to launch our first-ever Student Emergency Fund. OED primarily serves minority, first generation, and low-income students. Some of these students face many obstacles while pursuing higher education. These obstacles include lack of resources, obligations to family, unstable living conditions, loss of scholarship, unaffordable tuition, etc. Facing these types of adversities leaves our students vulnerable to unexpected emergencies endangering their college career. This Student Emergency Fund serves to support our students in their time of need and allows them time to recover from their financial

Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done

As I reflect over my life, I appreciate the many diverse experiences I’ve came to encounter. My experience with diversity dates back to birth. I am from a small rural town, Moss Point, MS. and notably the last state to abolish slavery. The town currently has a population of 13,704 people and consists of 73% Blacks or African Americans, 23% Caucasian, 1% Hispanic or Latino and 1% bi-racial.

Reading about chapter 2 and Joe’s personal experience with her mother was very strange to me but I can somehow understand where I she was coming from. I was born in Ghana and I have an ascent and the moment I open my mouth the first thing people ask me is where you from? Why does it matter so much where I’m from, I still don’t know answer yet, but I think most people want to find a way to relate to me. Some people from Africa try to hide their identity and I don’t know why, I believe they do that because they want society to accept them and also they want to fit in they don’t want to be looked at as the outsider.

I was born in the year 1997, which makes part of Generation Y. Generation Y discussed on pages 33 and 34 in the textbook. I am a straight, white woman who lives with her parents. I believe in getting a higher education and saving money for the future when I can. My family and I are not racially and ethnically diverse like the book tells that most of my generation are. I do, to some point, believe in a speak-your-mind philosophy.

The purpose of this paper is to reflect upon the diverse experiences that I have had in my personal and professional life. Fortunately, I have had a large mix of diverse friends and experiences in my life. This paper will discuss those diversities as well as the plan to expand on my current knowledge.

With today's workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, organizations are relying on managers to get the people who get the job done. People have always been the central to organizations, but there strategic importance is growing in today's knowledge-based business world. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees excluding there gender, age, ethnicity, and the differences in skill and abilities. When employees' talents are valuable, rare, difficult to imitate and organize, an organization can achieve an advantage. Having managers or human resource departments that are superb for

Diversity can be defined as the differences among the people working in the same workplace. Those differences can be related to gender, race, religion, marital status, sexual orientation, culture or personalities.