“Employees resist diversity for a number of reasons; if the organization’s definition of diversity is not broad enough and inclusive, some employees may feel excluded or left out of the change process. Furthermore, employees who are not often made to feel included in the process, such as white men, may feel blamed for inequities in their organization and react with defensiveness. On the other hand, employees specifically included in diversity efforts - such as women or people of color- may express resistance because they do not want to be singled out or perceived as having succeeded purely as a result of the change
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,
Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent. Candidates from minority groups may be put off applying for positions in organisations that do not make their commitment to inclusion known.
The Australian Multicultural Foundation (AMF) has published a training program resource manual in 2010 produced by Robert Bean Consulting about Managing Cultural Diversity. The training program highlights the evolution of diversity training in Australia and comprehensive sections of managing diversity in the workplace, developing an organisational and personal competence and providing cultural diversity training workshops. The training manual explains the term ‘diversity’ as “the significant difference between people, including perceptions of differences, that need to be considered in particular situations and circumstances” (AMF, 2010, p.8). It also states that “the most significant differences are the least obvious” including thinking styles or beliefs and values while the most apparent and multiple dimensions of diversity such as gender, culture, religion, family status, age ethnicity, sexual orientation, education, language and work experience were suggested
[1.1].In your setting, there is a range of policies which formally sets out guidelines and procedures for ensuring equality. The policies must take into account the rights of all individuals and groups within the school as well as considering the ways policies work to ensure equality, inclusion. Policies also pay regards to the values and practice, which are part of all aspect of school life.
Diversity and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.
Australia has a strong cultural diversity, I will start of by explaining Australia’s culture, Australia is one of the most ethnically diverse societies of the world today, Australia has the lowest population density per square kilometre than any other country, The Aboriginal and Torres Strait people were the first to inhibit the land of Australia, In Australia wearing your national dress for religious or customary purposes is widely accepted, Australian dress code can change regarding different jobs, events or environments, but in general public there is no law on dress codes, people dress to suit their own style or in a way to express themselves, In Australia it is polite to shake someone’s hand when you first meet them, regardless of sex, it has also become quite common to kiss someone hello on the cheek, but this is usually if you know them quite well and it is usually between friends, it is also social custom to look someone in the eye if you are talking to them.
Traditionally, companies pursued the maximization of profit in which economic activity has been their central focus. However, with this fast-changing, culturally diverse environment, companies have seen the importance of enhancing their business reputation through effective business practices and effective communication to their stakeholders and the whole community. Leading businesses are more visible in the critical public eyes and the more powerful they are the more they are at risk to scrutiny (Carroll and Buchholtz 2001, 6) Due to this, businesses nowadays are under much greater pressure as business firms are bound to satisfy the rising expectations of the public and at the same time meet the growing expectations of the increasing
I find that the concepts of diversity, inclusion and social justice to be important because they build on each other and have the power to change the world. When all of these aspects work together and are acknowledged then we are able to work toward changing social norms and creating aspects in society that are focused on equity, rather than equality. Of course, social justice should be the goal that we as individuals want to achieve in liberating areas of our that have limited and restrained others. I connect diversity and appreciating diversity with being the foundation to this equation of equality because individuals need to understand that there will be differences between people. I enjoy the statement on, “… Who is in the room?” because it starts to explain the variations in personal characteristics within a group of people. This is going to be part of my position as an RA within Resident Life because a floor’s residence are going to have wide range in their own diversities through their age, sexual orientation, journeys to get to college, race and ethnicity, etc. I am proud to have experienced the things I have and lived and go to high school in such a place like Aurora, CO to where I was able to live and embrace a diverse community. I came to define this diversity to be normal, but coming up to CSU and Fort Collins has shown me how much of Colorado does not have the same kind of standards. The next support beam to building this idea that works toward social would be
Disability Discrimination is a behaviour that is unlawful and unacceptable toward people that have a disability. Besides that, there is over four million Australians that have disability living in Australia (1). Therefore, Disability Discrimination Act 1992 was launched in order to protect people with disabilities so that they can have normal life as others.
Australia is a very diverse, multi-cultural nation with the majority of the population having migrated from Asia, Africa and Europe. Almost every single home in Australia has a television and almost every single Australian watches free-to-air television daily.
n a childcare setting it is vital that each and every practitioner is aware of the Equality, Diversity and Inclusion policy and procedure and it is also vital that this policy is implemented in the everyday provision. With practitioners being aware of this policy they should ensure the activities they plan and provide involves equal opportunities and that every child in the setting is also treated equally.
Valuing diversity effects everything we do and why we do it. It has been the driving force of many organizations, cultural themes and grass root endeavors. The strength of diversity is set in motion when we respect and value differences. Inclusion is a state of being valued, respected and supported. It’s about
Australia has one of the most diverse populations in the world. Workplace diversity is about the people we work with and the place we work at. Diversity for Palazzo Versace Gold Coast is about recognizing the individual differences of people who come from a broad range of backgrounds, cultures and abilities. It is about understanding the value of using those different perspectives and working towards enhancing the quality of our work. Diversity in this context cover things such as gender, age, language, cultural background, sexual orientation, religious belief, marital status, life experience, level of education, disabilities, personality, perceptions and attitudes.
Virgin Australia which was formerly called Virgin Blue is the Australia’s second largest airline. The airline was started in 2000 by British business tycoon Sir Richard Branson and former Virgin Blue CEO Brett Godfrey. The airlines started as low-cost carrier, but went on to become a “new-world carrier” (Virgin Blue media release, 2011). This low cost airline went on to become a full-service airline by 2012 with the name of Virgin Australia. Since the year 2000 the airlines grew rapidly and posed threat to Qantas airline and over the years Virgin Blue looking at the marketing trends and characteristics of the aviation industry grew into a Full Service Airline and is considered a four star airline by research consultancy firm Skytrax.