The Diversity Strategies Of The U.s. Department Of Veterans Affairs

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

Furthermore, I have tried to stop veteran discrimination by following Sister Rose Thering’s legacy. One way I did this was by entering into the American Legion Essay contest where one had to write an essay about keeping Lincoln’s promise to our veterans. I wrote an essay about how veterans were not provided enough money, health care, and a home once they come back home from fighting. Additionally, I also donated money to a poor veteran who needed help. However, this is just the first step that Sister Rose inspired me to do and who knows what I can do

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

Forecasting the Future Female Veteran Population and Their Increased Use of the VA Medical System - VPT2

However, he Veterans for America have taken to a less popular choice. Instead of completely doing away with the VA, the Veterans for America request a change in them instead. The priorities have been sorted in a list of ten that also serve as instructions. First off is the rule that veterans must come first, not the VA. This is the most important rule. They believe that the care and funding of veteran health should be the first priority. The second priority refocuses on veteran service for those with disabilities and specialized needs. The third is the improvement of the VA, or more specifically the improvement of how the VA work-such as dealing with the timing and quality of care. The fourth and fifth priorities deals with the allowing of choice concerning from who and where the veterans receive their health care from. They believe the veteran has a right to choose. Following suit, the sixth, seventh, and eighth priorities again drills upon the Veteran Affairs by suggesting reform on thing such as the possibilities of health care on their budget, veterans’ demographics, and the cycle of their ‘standard operating procedures.’ They also note that the reform of such things will require bipartisan vision, courage, and commitment-to which they state in their ninth priority and how to implement it. The tenth -but by far not the least important-priority is to hold the VA accountable for all

Rural veterans face a special and alarming set of social justice issues related to healthcare. Overall, there are 5.3 million veterans residing in rural communities (Office of Rural Health, 2016). A total of 44 percent of those who enlist to serve in the military hail from rural areas of the United States (Gale & Heady, 2013). Regardless of their bravery, upon returning to civilian life these honorable men and women are met with social justice issues and limitations when attempting to access proper healthcare. As the veterans who served in recent conflict in the Middle East continue to adjust life in the United States, it is imperative that healthcare professionals seek to stay proactive about addressing veteran social justice issues.

Enhancing veteran care is the top priority for us all, providing opportunities to veterans enabling them to become actively involved with their healthcare will generate an enriching supportive foundation on every level of health care. Utilizing this “multi-disciplinary” structure encompuses and promotes active health care management that heighten their physical/mental well-being.

Almost 55% of all veterans badly injured while in the service feel the government has not, Provided “all the help they think it should”. Veterans who are receiving poor medical service continue to Challenge the United states by making it difficult for service members and their families to locate the services needed for a successful transition from battlefield to home front. The United States Veterans Affairs (VA) Health Administration must make certain changes before a solution is insight. A few steps to resolve this health care issue would be to commence a new training program and adding to

The United States Army is a gigantic institute with an international presence. One of its fundamental sources of power is the diversity of its personnel, which includes 1.6 million workforce across the active, reserve, civilian, and contractor parts. While the Army was at the vanguard of ethnic incorporation in the 1950s and at present is one of the most assorted institutes in the U.S., further advancement must be made on the diversity front. The term "diversity" can be classified along countless aspects; this paper concentrates on racial diversity since the exceptional and traditionally important role that race has in matters of diversity in the Army. Internal communications concerning delegate leadership throughout the force, the Army sketches power from its cultural and racial diversity.

This research paper will discuss the challenges and opportunities that veterans with disabilities encounter when transitioning from the Military into the civilian workplace. Currently, there are more than 6 million veterans in the United States with a disability. A veteran is defined as a person who has served or is serving in the United States Armed Forces. While reintegrating the veterans back into the workplace, veterans with Posttraumatic Stress Disorder (PTSD), and Physical Disabilities will be one of the greatest challenges that any agency will encounter. This will require that organizations prepare and implement procedures to make special accommodations to assist the Veteran while following the federally mandated guidelines. Moreover, this will allow organizations to employee and empower America’s bravest men and women; hiring a veteran brings valuable skills and knowledge into the workplace.

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

According to the Supreme Court's decisions on affirmative action, determining whether or not affirmative action programs are permissible depends upon the goal of the program. It is not enough to try to remedy vague historical discrimination, even if that discrimination was significant (Muhl, 1999). Instead, the affirmative program needs to meet a demonstrated specific need to remedy past discrimination (Muhl, 1999). Therefore, from a legal standpoint, the issue would seem to be whether disabled veterans and the other identified at-risk veterans have

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.

With the changing demographics of the U.S. workforce (Ng & Burke, 2005) and the need for organizations to continually innovate their products and services to remain competitive, embracing diversity and the benefits its brings is going to be key to driving a successful organization

Diversity in workforce “include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience”(Thomas 1992). Diversity in the workforce is initially perceived as a response toward the increasing diversity of the consumers in the market (Agocs & Burr, 1996). From there, it has been observed that capitalizing on existing differences among the employees provide benefits to the organization. Diversity in workforce fosters and encourages