ktmeng/mec huggingface dataset:
Topic: diversity

Following the start of this program (1985-1995), Spencer Owens was considered the most diverse staff in its industry accounting for 50% of the firm’s 150 managers and professionals were women, and 30% were people of color. Additionally, during this period, people of color that were hired into entry-level positions had been promoted and moved up into managerial positions. Four out of the12 member executive team were women and three were people of color. Extensive involvement in the efforts to attract, recruit and retain minorities and women in becoming managers, professional staff and directors were a key priority to the firm. Spencer Owens also knew that a key to internal diversity was to ensure the company’s policies and overall commitment to an equitable workplace by instituting affirmative action goals, along with, aggressive hiring and advancement practices that set high qualification and performance hurdles.
Topic: diversity

2 The team at Spencer Owens was proud of their company’s commitment to fairness and equality and to encourage the employees to be “colorblind” to gender and ethnic differences. Along with this strategy, the firm also initiated sensitivity training and held follow-up discussions. Multiple employees commented, “Everyone is the same and treated the same.” With feedback from these trainings and discussions, the firm went a step further to create networking groups for women and people of color.
Topic: diversity

Recently, Spencer Owens diversity efforts have witnessed great changes while also encountering many issues and problems. In 2000, the firm hired Agnes Richards, their first woman executive in 45 years. Over the course of the next three years, Richards noticed that the diversity efforts were slowly unraveling and affecting the productivity of the company. For example, Richards noticed friction among race relations, people of color were bringing charges of racism against the white workers, and there were new complaints made by the two networking groups. One of the first steps that Richards and her leadership team took was to reinstate the sensitivity trainings. However, it was noticed that there was poor attendance among the racial and ethnic minorities. In addition to these issues, Richards fired an African-American female manager due to tardiness issues and for portraying a bad attitude. At that point, employees became angry and frustrated.
Topic: diversity

• Employees have concerns about the affirmative action initiative. • White employees feel that the diversity program is adversely affecting the quality of the firm’s work. • It is perceived that white male managers are opposed to new methods brought forth by newer employees. • People of color are critical of affirmative action program, including superficial results and feel that they are tolerated and not accepted. • People of color feel their ideas are easily dismissed. • Perception that the network groups defend the minorities of the company. • Overall feeling of retaliation and fear of being called a racist.
Topic: diversity

Spencer Owens’s discrimination-and-fairness paradigm, which measures progress in diversity “by how well the company achieves its recruitment and retention goals rather than by the degree to which conditions in the company allow employees to draw on their personal assets and perspectives to do their work more effectively, had created a cognitive blind spot. As a result, the company’s leadership could not frame the problem accurately or solve it effectively.10 Instead, the company needed a cultural shift – it needed to grasp what to do with its diversity once it had achieved the numbers. Because of senior managers’ resistance to a cultural transformation, Spencer Owens continues to struggle with the tensions rising from the diversity of its workforce.10
Topic: diversity

The root causes of these problems is that the employees need to feel that the ways they may be different are understood and accepted.3 With the de-emphasis of sensitivity trainings and follow-up discussions, the team became isolated in their views on diversity versus affirmative action goals. The misunderstandings became apparent with the original mission “to consider people on their merits and for their capacities to do what is expected or required of them.” Many minority employees say they gain a sense of belonging in the workplace when their employers create opportunities for workers with diverse backgrounds to interact with others and to become involved as apart of a group.
Topic: diversity

Cityside Financial Services has done well in diversity efforts. In 1999, after 69 years of being in business, the company had become very much diversified with half of the employees in the company being females and 90% of the support staff was African American. In addition, 53% of middle managers, 42% of senior managers, and 25% executives were African American. Cityside operated as two units in their Sales Division: Retail Operations and External Deposits. The retail operations unit was filled with mostly African American employees. The external deposits unit was made up of mostly white college graduates. Nearly equal numbers of managerial positions existed in each unit, giving whites and blacks similar advancement opportunities. Bank employees agreed that, “If you did your job well, you’ll be recognized and promoted for it.” 4 As stated in the article, “Over the years, Cityside Bank developed a reputation for being a high-functioning, multicultural organization.”
Topic: diversity

While the bank itself was deemed to be a multicultural organization, the two sales units were founded on two separate and distinct models that it was described by one executive as “two different banks”. While the bank was diversified as a whole, these two units were very much specialized to their distinct client base. This separation of duties and ethnicities has led to some of the problems that the company presently is facing. While the External Deposit team was described as “white, smart, dedicated and loyal workaholics, it was also said that it’s not the perfect job for black staff that need a salary, may be hard-working, but not at that level.”
Topic: diversity

In addition, some of the other red flags to the present problems included wealthy individuals complaining about the limited services being offered to them, other clients in Retail Operations feeling overshadowed by wealthier clients in External Deposits (and were leaving the bank), and the lack of understanding (no clear guidelines) by Retail and External as the best way to handle the new market segment. This lack of coordination compromised the bank’s efficiency and created trust issues between these two departments as to the best way to help clients.
Topic: diversity

When Ron Wilkens, one of the investors of the bank, wanted to learn more about how the black workforce viewed its career prospects, it was noted that the root problem was how they (African Americans) were perceived by the whites. Was he deemed as a decision maker and someone that understands the customer where his thoughts are taken seriously or is he someone that is viewed as good at operationally making things work? His black officer commented that he is respected by white colleagues, but questioned the value of his contribution to the firm seen by his white colleagues.
Topic: diversity

There are some significant similarities between the two cases. First, both companies originally had an all-white staff. Both companies instituted programs to diversify their teams. For example, Spencer Owens adopted an affirmative action plan while Cityside initiated an aggressive minority program. After these programs were implemented, both companies had double-digit percentages of their workforce made up of women and African Americans. It was noted in both cases that these companies were recognized in their industries as greatly achieving a multicultural organization. With that, both firms committed to a fair approach for advancing all employees.
Topic: diversity

It was also noted that as the diverse programs were in action, both companies began to experience compromised efficiency as the staff began to have problems working together. At Spencer Owens, the affirmative action movement left some employees feeling alienated and unappreciated. The article states, “Many non-white professionals reported having their ideas routinely disregarded.” Furthermore, a Latino programmer staffer explained, “Until white people discover an idea, until they express it with their own words in their style, it’s as if it doesn’t exist.”
Topic: diversity

This comment is similar to the quote made by one employee at Cityside who stated, “When a white man disagrees, he’s being strong. He’s taken with respect. When a black man disagrees, he’s being negative and whiny, militant and kind of like Malcolm X.” Both quotes show that while the companies made strides as far as diversifying their employee base, there is still a great difference in the way the ideas and contributions of white and minority employees are perceived.
Topic: diversity

Additionally, stereotyping employees is also seen in both these case studies. At Cityside, African-American employees in the Retail Operations unit are deemed to be able to better relate to the “local community”, which is predominately African American. At Spencer Owens, there is a stereotype threat in which white managers are in fear of supervising people of color in that “any constructive feedback could be perceived as being criticized and subsequently being called a racist.” Lastly, both companies conducted interviews and developed surveys to better understand the opinions of the staff in order to get to the root cause(s) of why tensions were on the rise.
Topic: diversity

The main difference in the two cases is the approach the companies took to diversity. As previously stated, Spencer Owens used the discrimination and fairness paradigm, which has a “focus on equal opportunity, fair treatment, recruitment, and compliance with federal Equal Employment Opportunity requirements.” 10 This approach can make employees feel equal, but it can also lead to feelings of alienation and a loss of identity to the employees. This may be what led to the elimination of sensitivity training. In a sense, if we are all equal and are basically the same type of person, then there is no need to be sensitive to our differences, since this approach aims to eliminate the differences entirely. This approach is what led to the problems now being seen in Spencer Owens.
Topic: diversity

Cityside used an approach called the Access and Legitimacy Paradigm. Supporters of this approach believed that you need “access to – and legitimacy with-a more diverse clientele by matching the demographics of the organization to those of critical consumer or constituent groups.” 10 Cityside put African-American employees in retail because they would be dealing with mostly clients of the same race and culture and this would give the company legitimacy in the community and increase sales. Where this approach went wrong is that it alienated African-American employees and clients. While the discrimination-and-fairness paradigm used by Spencer Owens aims to make all employees equal and the same, access-and-legitimacy, takes the opposite approach and separates employees by race, not allowing the two to work together or grow in their roles in the company.
Topic: diversity

1. To attract young, new hires, college career fairs allow an employer to target people of color and women who may be good potential employees. 2. Employee referral programs: good employees typically associate with other good potential friends and associates. By implementing a program where employees refer other good candidates, employers can identify and reach out to others of the same race or background. 3. Recruitment: enlightened employers know that they need to take a hard look at their own tactics for generating diverse job candidates. These organizations take a serious look at their internal assessment around recruiting. With this, employers target key groups of employees and then mentor them so that they are able to navigate the system successfully.
Topic: diversity

4. Education/trainings: a successful diversity program will also educate all of a company’s employees to understand the business rationale behind their efforts. That way, the employees who don’t directly benefit from a company’s diversity efforts understand that they still have a stake in the program’s success. In addition, encouraging employees to participate in skills-based volunteer projects can help unleash targeted skills.5 5. Mentoring programs: It is important to understand that a company cannot expect to change in corporate culture unless you get your full employee base involved. Partnering lower level employees with senior level employees, including diverse and promising professionals of color mentor-mentee sponsorships, may help facilitate the understanding of working together.
Topic: diversity

Practices of the Muslim religion have become of great concern in the contemporary society especially in issue of world peace. Islam values and beliefs have raised controversy between followers and non-followers where the latter criticize the religion as threat to peace. This paper will explore teachings of the Islam religion to provide understanding of beliefs, values and practices in effort to resolve the controversy. This will be achieved by discussing the main pillars of Islam: Shahada, Salat, Sawm, Zakat, Hajj, Islamic law (Shariah) and Jihad (Pecorino, 2001) as well as showing application in cross cultures and nations.
Topic: diversity

There are five main practices described in Quran for Muslims to observe and are commonly regarded as pillars of Islam. The first one is the declaration of faith (Shahada) that requires Muslims to bear witnesses as well testify for only one God, Allah, and His messenger Muhammad (Esposito, 2002). This declaration is needed for anyone to become Muslim and has two aspects. One part affirms absolute monotheism, oneness of God, and that associating other things to God is idolatry which is unforgivable sin. This would serve to correct Muslims on deviating from the right path of believing in one God.
Topic: diversity

The second pillar of Islam is the prayer which as known as Salat and require Muslims to worship God by praying five times in day, that is, in the morning, noon, mid-afternoon, sunset and in the evening. In many places prayer times are alerted to Muslims through mega speakers at mosques’ minarets. This serves to remind believers of God’s presence in their daily activities and hence need to reaffirm dependence on Him. The prayers are accompanied by rituals and were established by Muhammad though are not in Quran. However, prayers consist of citations from the Quran and movements observed such as bowing, kneeling, and touching ground with the forehead signify expression of humility and God’s adoration. Muslims can pray anywhere such as places of work, houses, and mosques though preferably in groups for solidarity and should face Mecca that is regarded a holy city.
Topic: diversity

The third pillar is the Zakat that means purification and requires Muslims to worship and give thanks to God by supporting the poor. All things are believed to be owned by God and Muslim believers are required to give 2.5 percent of all they possess every year so as to support the poor, orphans, widows and those needy (Esposito, 2002). Zakat is observed as a social security in Islam and was developed about fourteen hundred years ago. In some Muslim groups, believers also contribute religious taxes out of their incomes to religious leaders and are used to support the poor. The fourth pillar is observing the fast of Ramadan (Sawm) during the ninth month of every year according to Islamic calendar. This month is regarded as Ramadan and is observed since was the time when Muhammad received first revelation of the Quran from God. During the month-long fast believers are required to abstain from foods, drinks, and sexuality between dawn and sunset.
Topic: diversity

Ramadan consists of special prayers cited and foods served only during this period. In the 27th day Muslims commemorate the night of power when Muhammad received God’s revelation and the Ramadan ends with celebration of Eid al-Fitr to break the fast and give gifts (Esposito, 2002). Ramadan is meant to stimulate reflection of believers on dependence of God, spiritual values and responsibility to care for less fortunate. The fifth pillar is the Pilgrimage also known as Hajj to Mecca in Saudi Arabia and requires all able adult Muslims worldwide to visit the city at least once in their lifetime. It follows Ramadan and requires sacrifices of time, things and comforts hence making Muslims pilgrims in God’s service. There is also lesser pilgrimage called umrah that that involves visits to other holy sites during other periods of the year.
Topic: diversity

There are other teachings of Islam practiced worldwide and are more shaped or shape cultures in which they are applied. These include Jihad that is regarded as the sixth pillar and the Islamic law. Jihad is explained in Arabic as meaning to struggle or exhaust one’s efforts to exalt God though is interpreted to mean holy wars in some cultures (Pecorino, 2001). Within Islam, Jihad can be applied to lead virtuous life, charity works, preaching and fighting to defend Muslims. The Islamic law defines Islam as submission to God and hence Muslims have moral responsibility and observe Jihad in the path of God also known as Shariah. The law provides guideline for relations and interaction of believers with God as well as with amongst themselves (WGBH. 2014).
Topic: diversity

Islamic law on regulation of social life include prescription of dressing codes, rituals in marriages, divorce, inheritances and behaviors that would connect all Muslims all over the world. These provisions are applied to varied magnitudes over varied cultures. This has been influenced by interactions of people due to globalization and modern law incorporates integrated cultural practices (UTA, 2009). The requirement of Muslims to exercise moral responsibility in legal, political and economic practices is also shaped by cultural practices in diverse geographic and historical contexts. Similarly, the Islamic laws influence social frameworks.
Topic: diversity

There are varied practices of Islamic teachings as observed in low Islamic conviction is western nations compared to high levels in countries to the East. America and Great Britain regard Islam as strange religion compared to other religions and has expressed little support for values advocated by Muslims in national structures (PRC, 2012). However, Muslim converts are growing in the two nations and followers observe the pillars of Islam and other teachings. Middle East, India, Pakistan and other Asian nations show strong support for Islam and have large Muslim populations that observe teachings of the religion. These countries have frameworks that reflect teachings of Islam, for instance, in their laws, political, economic activities and social practices such as behavior, marriages and support for the needy among their populations.
Topic: diversity

The teaching of the Islam indicated above compare or contrast with some in Judaism and Christianity. Some of the contrasts include the oneness of God that is inconsistent with Judaism and Christianity that also advocate for monotheism and believe in trinity: God the Father, Son and Holy Spirit. God in Islam is not associated with other things that contrast with some Christians and Judaism followers that have some representation for God (Esposito, 2002). Muslims worship God through Muhammad who is God’s messenger and prophet unlike in Christianity and Judaism that worship God through Jesus who is regarded the son of God. Muslim religion believes Muhammad was the last prophet send by God to human beings and shows acknowledgement of other divine figures send to Christianity and Judaism in the Quran whereas the latter do not acknowledge other religions, for instance, Muhammad send to Islam.
Topic: diversity

There are several denominations in Christianity and Judaism unlike in Islam that has single denomination practiced worldwide. The Muslim religion is allowable to polygamy in the marriage laws unlike followers of Christianity and Judaism who believe in pure monogamy. Muslim religion is more restrictive such as in dressing code especially for the women that is not observed through the teachings of Christianity and Judaism. Muslims have fixed prayer and fasting schedules that are not observed in the other among Christians and Judaism followers who set prayer and fasting events.
Topic: diversity

There are different understandings of Islam teachings that influence how Muslims and non-Muslims interact or communicate. Muslims belief of Jihad has been conceived among non-Muslims as allowable to wars that has been strongly linked to the increased terrorist activities all over the world ( 2002). In addition, the contributions raised in through Zakat are misunderstood as avenues for financing war activities rather than benefiting the less fortunate. This has sparked rivalry among people since Muslims are considered as threat to world peace. This has been witnessed in conflicts based on religious inclination in some countries such as Nigeria. This rivalry would also be said of conflicts of America and nations with majority Muslims such as Afghanistan.
Topic: diversity

This perspective has misconceived the aim of Jihad and would be overcome through advocating for moral value of peace possible through tolerance of religious diversity by both sides. Islamic laws regulate behaviors, communications and modes of dressing that create disconnection with other practices in the world and this hinders interactions such as marriages and talks that include education. Varied practices related to religious faith does not allow free environment to interact and hence limit integration. This would be minimized through enhanced understanding of practices for both sides since ignorance of values observed by different religions induces misconceptions that limit interactions.
Topic: diversity

Muslim religion has induced controversy among followers and non-followers in contemporary society especially when world peace is considered. This paper has discussed Muslim teachings practiced over the world in attempt to resolve the controversy. Muslim practices are embedded in pillars developed following the Quran. These pillars are Shahada, Salat, Zakat, Sawm, Hajj, Jihad and Shariah. Provisions of this pillars aim at worshipping one God and are carried out all over the world though are shaped or shape cultures.
Topic: diversity

Diversity means people being different and varied having unique and different characteristics, including cultural speaking different languages and ethnic backgrounds. We all have different beliefs, religion we are all different size, shape, gender. We have to understand the importance and respecting individual’s “differences”. Two people are never the same, we have to respect that a certain person who has different beliefs and religion, may not be able to do personal care on a gentleman for cultural reasons, to understand that it is because of beliefs instead of the situation.
Topic: diversity

In my workplace at the Limes we all have the same opportunities, this means ensuring access to opportunities for all. We all have different job roles from management to senior to junior carers, it does not mean we are better at job as a senior; it means we have a different knowledge to a junior, at the Limes we always are preventing discrimination if someone is different. We understand people, not treating them the same as fails to take peoples different needs wishes and preferences.
Topic: diversity

The potential effects of discrimination can be different for different people. The effects can be physical, emotional or a combination of both causing a person to have low self- esteem, forming depression, stress, humiliation, weight loss or weight gain, the fear of coming to work, the fear of rejection if they do something wrong being rejected by others as they are not popular, causing other people disliking them. Low self-worth, feeling withdrawn from society, anger. Long-term effects of discrimination could cause loss of motivation, restricted opportunities, limited access to services, long-term depression, increased behaviour problems, difficulty communicating, lack of education, lack of achievement.
Topic: diversity

It is important because I have to treat each member of the team as individuals, I have to remember that member of staff has a unique qualities and particular needs, this is important to avoid prejudice and discrimination. Making a person feel welcome as this wants them to perform to the standard and retain the work that we do. Providing the best care we can as team members my team trust they can come to me with any issues they may have. Its making a person feel safe to support them achieves success. Making that person feel welcome and they add to the knowledge of the team making them feel valued.
Topic: diversity

Ensuring interactions respect individuals by e.g. finding out about their beliefs, culture, values and preferences what their cultures mean, what they believe in, what they can and can’t do due to beliefs not asking them to do something they are not capable of doing. Not making assumptions about the individual being open to beliefs, culture, values and preferences that are different to your own, if I don’t believe what they believe in I do not try to force my beliefs onto them, understanding and respect. Interacting with individuals in ways they choose and prefer.
Topic: diversity

Inclusive practice may include actively and fully involving, not excluding a person making them feel uncomfortable to the individual. Must be respecting the individual, valuing the individual, recognizing the uniqueness of the individual, if they have a capability extending on their strong skills, supporting on weak areas. Practice that excludes may include not involving the individual, disrespectful interactions de-valuing the individual, making assumptions about the individual placing own beliefs, culture, values and preferences. 3 Understand how to raise awareness of diversity, equality and inclusion
Topic: diversity

Our Society is the example of the definition of ethnic diversity. America has a large mix of citizens with different religious views, languages, nationalities, and races. Here in Florida Miami has a considerable amount of Cubans and Tampa/Orlando have a significant number of Puerto Ricans. While there are lot of Hispanics here in Florida and all of us speak the same language “Spanish”, most Hispanic cultures have their own twist on the Spanish language thus providing another element to each Hispanic culture.
Topic: diversity

There is a multitude of religions in the United States such as Catholic, Christian, Buddhism, Atheism, Hinduism etc. When driving down Dale Mabry in Tampa you will see restaurants of all sorts. Within two miles you will likely run into at least one Spanish, Italian, or Asian inspired restaurant. Driving down the street you are most likely to see at least three different religious meeting temples, synagogues, or churches. Each individual’s culture contributes to the diversity of our society.
Topic: diversity

Our coffee may be Hispanic. I really enjoyed reading this story it hit home. I am a Dominican American and can identify with the variety of cultures Rodriguez experiences when he first gets to America. Our lives are very much different from those in other countries. In the islands life is very much laid back and relaxed and even some countries in Europe have a two hour lunch break to go home eat and nap before coming back to work again, whereas here in America things are very fast paced. There isn’t enough time in the day for us to really rest and relax, Rodriguez points this out when he speaks about the “fast paced traffic lights” and the “impatience of the fast food counter.” This goes to show that because we are constantly on the go in America we expect things to be done in an instant. Living a fast paced life is a part of our culture here in America. Being able to identify with many different cultures in America is an essential. Due to our population being so distinctly different the only way to survive is to embrace the differences we come across on a daily basis. Being able to accept and cherish this land we live in is very important. Being unaccepting towards people with different cultures and different views is harmful to not only those people we are unwilling to accept but also to ourselves. By accepting differences we are able to grow in knowledge because we will most likely know new things about cultures we didn’t know had we not given others a chance.
Topic: diversity

We also grow in character as we begin to be accepting and loving of others differences. As we begin to accept others for who they are we thus are able to accept ourselves for who we are and our changes. Let us all hold tight to our own culture while here in America so we can continue to make an impact on society. Regardless of being able to identify with people from different cultures and ethnic backgrounds I will always first identify myself as Dominican. My roots of being Dominican are very strong, and that is something that I will not let go of but will try to enrich in order that I will be able to keep my roots alive. I am hopeful that America would keep changing so that we may learn more about others but while America changes I hope all of us “thee American citizens” continue to hold onto our own cultures and continually make them stronger so that each race, ethnicity culture, nationality and language are made stronger. The quote from the story that resonates with me is “We are each of us different colors, but united we produce a wonderful, a beautiful effect.” It rings true that all our differences are beautiful and we reflect different colors that make America a sweeter and more vibrant place. Since our society is so different it allows us knowledge of different food, music, dances and fashion. I have to say that while I love Dominican food I also love other Hispanics foods as well as to name a few; Italian, Greek and Asian cuisine.
Topic: diversity

I don’t believe that staying in my country would have allowed me to experience the variety of different foods like America. I have been to countless Asian restaurants and believe I have found my favorite. Tarpon springs has some great Greek food so that’s where I go when I am having a craving for Gyro’s. Music is awesome. Often times I sit back and ponder about what the world would be like without music? It’s a very simple question but the answer is so complex that I don’t think anyone would be able to thoroughly answer that question. Music is something we hold within ourselves and it is beautiful and distinct. I love listening to Marc Anthony’s Salsa but I also enjoy listening to Bob Marley’s Reggae music. In closing if I could suggest anything to you it would be to embrace and dive deep into your culture so that it would be able to continually be shared here in America, as well as to be open to change and to people’s differences because their characteristics and individuality may show you a burst of colors you never experienced before.
Topic: diversity

President Bill Baldwin of Bladwin Scientific Instruments has a diversity issue on his hands between his Latino supervisors and Vietnamese assemblers. Tran, a Vietnamese assembler has complained to Mr. Baldwin regarding the disrespect shown by the Latino supervisors to the Vietnamese assemblers. Tran states that the supervisors are rude to them, speak negatively about them in Spanish, and disrespected the work they did (Mathis, Jackson, Nkomo, Fottler, McAfee, 2012, p.
Topic: diversity

Mr. Baldwin needs to lie out expectations from his management team that any discriminatory or harassment related acts will not be tolerated. He needs to speak with HRM and his management team and let them know that there are HR policies and laws that they must follow within the workplace. “The EEOC has issued guidelines on racial/ethnic harassment and the commission has advised companies to adopt policies against harassment of any type, including ethnic jokes, vulgar epithets, racial slurs, and physical actions” (Mathis, Jackson, Nkomo, Fottler, McAfee, 2012, p.30). Based upon Tran’s complaint and complete investigation needs to take place regarding possible discriminatory and racial/ethnic harassment and if needed disciplinary actions need to be taken against guilty parties.
Topic: diversity

Mr. Baldwin should act with HRM to create a hiring policy that allows for a greater diverse workforce. HRM needs to invest in different recruiting methods to attract diverse candidates other than the majority of Latinos or Vietnamese. Reaching out to local colleges, local churches, county and city offices, posting job openings on job boards, etc. will allow the word of job openings to spread to different diverse groups. “Plan to post job opportunities on a wide variety of online employment websites, such as Times Change Women Employment Service, Diversity Link, LGBT Job World and Simply Hired as well as newspapers and magazines that target different ages, minority groups and alternative lifestyle communities. Arrange to attend a variety of job fairs and recruitment events, including those which highlight the achievements and credentials of visible minorities, women and alternative lifestyle groups” (Wolski, n.d.).
Topic: diversity

Mr. Baldwin should also look to change his management team and add more diversity to it. This will enable all employees to feel as though they are being evaluated based in their work and not on their race/ethnicity. Doing this Mr. Baldwin is able to create a healthier environment and have the Vietnamese feel as though they are respected. I believe Baldwin Scientific Instruments is not too diverse, I actually think they are lacking in diversity. If there was more diversity among management and assemblers the harassment and discriminatory issues could dissipate. There will always be employee relations issue to deal with in any company, but having a large diverse workforce can create effectiveness within the workplace. “Companies that hire the best talent from a diverse group of employees can operate more effectively than less-diverse companies. The best available talent means a company’s collective education and experience are greater than most competitive companies. Also, companies that hire more diverse employees tend to inspire their workers to perform to the best of their ability, according to multiculturaladvantage.com. In addition, more experienced and educated people tend to be better at planning, time management, goal setting, work delegation and projects completed on time” (Suttle, n.d.).
Topic: diversity

They are non-judgemental. They are not racist or homophobic; they welcome diversity as enriching a society and do not judge people on the colour of their skin, age religion or sexual orientation. Participation in the community -Getting involved in neighbourhood watch, community fund raising and environmental campaigns Awareness of the needs of fellow people in your community -Good citizens have awareness that we are not all the same and that some people need more support due to poverty, disability or language issues. A good citizen is aware and sensitive to these issues and help to provide a supportive inclusive community which values all of its members.
Topic: diversity

The definition of diversity is to allow others to be who they are, i.e. black white Muslim Hindu etc. without expecting them to conform to your ideas of either working or morally, for example, if your working partner is a strict catholic, then not making lewd comments about women would respect his diversity, if you are going to be arresting a Muslim woman, then getting a female police officer to do it would be respecting her diversity, the same would be if you were to respect someone’s diversity in your community, you could not single someone out or treat someone different to other because of their race, religion or social status and so on.
Topic: diversity

I used to have a colleague in college who happens to be born into a royal family but was very humble and down to earth. She never wanted to be treated like the princess that she was and did everything possible to fit in and be like every normal student. Most people couldn’t stand her because they felt she was misusing her opportunity and others were jealous of her and as a result of this most people started to avoid her and criticize everything she did and tried to make her life miserable by playing pranks on her and calling her names but she never retaliated because she was different from the rest of us.
Topic: diversity

Some Asian Americans relied on assimilation (a process where some of the majority group’s cultural aspects are absorbed in such a manner that the home cultural aspects get lost or mitigated) as a means of blending in with American society as an attempt to escape anti-Asian sentiments that heightened during World War 11. “The question about how much they wanted to or did assimilate is a question of how much they were permitted to assimilate”, says Gary Okihiro, director of the center for the study of Ethnicity and Race and a professor of International and public affairs at Columbia University.
Topic: diversity

Today, ties to home remain strong for new Asian immigrants; however , many families experience acculturation- the process of assimilating new ideas into an existing cognitive structure – with U.S.- born generations. “Parents would like to think their children are going to be very embracive and very welcoming of their of the parents’ own culture”, says Franklin Ng, a professor in the anthropology department of California state University – Fresno. “Parents may have these kinds of supportive mechanisms, encouraging them to go to a temple, or ethnic church, so their children will become familiar with their ethnic culture but the youth are having their own trajectory.
Topic: diversity

Looking at Social Class: The fiction of Meritocracy, The most popular measures of class are income and wealth. It is also measured by educational achievement and occupational prestige. Classism results from prejudices based on false assumptions. Despite widely held perceptions, social class mobility in the United States is far from fluid. Those born with few resources face serious obstacles in their efforts to achieve higher economic and social status. Those born into privilege are given a head start in life with many extra boosts along the way. Once it is recognized that merit has only a small role in determining one’s place on the social ladder, the foundation of classroom crumbles.
Topic: diversity

There are many barriers to diversity and inclusion. The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is “a preconceived opinion that is not based on reason or personal experience” those creating barriers to recognizing equality of rights for all. Cultural barriers can prevent, for example, consideration of spiritual, relational or dietary needs that do not conform with traditional expectations. Religious belief, where different religious beliefs are not taken into account and minorities are marginalized and not acknowledged.
Topic: diversity

Other significant barriers could be structural, institutional and personal: Structural, where circumstances create or result in barriers People make the assumption about younger adult and consider all young people as a whole category rather than treating them as an individual. This type of stereotyping happens when people lack knowledge about equality and inclusion. The effects of barriers to employees are also high as they are excluded from their human right. Employer can easily discriminate those in terms of race, gender, sexual orientation and culture.
Topic: diversity

My work place is committed to the promotion of equality, diversity and inclusion in policy and practice. It is committed in equal opportunity and also follows a common standard in respect of Race Relation (amendment) act 2000 in getting contract from council contractors. It also observes the code of practice of Commission for Racial Equality (CRE) in employment. Organization promote equality with respect to age, gender, race, disability religion , sexual orientation and establish a national common standard which is compliant to The Race Relation Act 1976 , as amended by The Race Relations (amended )act 2000.
Topic: diversity

It ensures that men and women are same as per as pay is concern. Under Equal Pay Act 1970, organization’s policy is to make sure that man and women are treated equally and not discriminated in terms of their pay. To promote equality , diversity and inclusion in policy and practice , my work place also compliant to other legislation like, Human right act 1998, sex discrimination (gender reassignment) regulations 1999, Employment equality (religion belief) regulations 2003 , Disability discrimination amended act 2005, Equality act 2006, Racial and religious hatred act 2006.
Topic: diversity

The organizations where I work promote equality, diversity and inclusion in both policy and practice. Staffs should regularly be reminded the importance of equality, diversity and inclusion in day to day practice. Staff should respect the choice, preference, ethnicity, origin, rights, and wishes of service users. Care staff should be allocated to service user to make sure that continuity of care is maintained. Staff would be selected against the service user in such a way which promotes the social and cultural need of service user. If possible, staff would be selected from same cultural and religious back ground and with same language spoken.
Topic: diversity

Therefore care staff could appropriately relate to service user which ultimately lead to a positive person centered outcome. Care staff should promote independence, liaison with family members, friends, local community link for better social inclusion and to meet the wishes and choices of service users. Care staff would be aware of legislative impact while providing care in respect of religion, race age, disability, gender and sexuality. Race relation act 1976 and protection of harassment act 1997are in place to protect the vulnerable person. Disability discrimination act 2005 is also in place to protect person from discrimination because of disability. Sex discrimination act 1976 is to protect people from discrimination due to sexual orientation. Such other acts like, the Human Rights Act 1998 and Convention on the Rights of the Child (UN, 1989) are in place to protect people from discrimination.
Topic: diversity

The organizations where I work challenge discrimination and exclusion in both policy and practice. Staffs should regularly be reminded the importance of challenge discrimination and exclusion in day to day practice. In looking at this model I have found that many people have views that based on discrimination and prejudice they are embedded in today’s society, the attitudes and the surrounding environment often focuses on what a person lacks in terms of disability and focuses on condition or illness or a person’s lack of ability. To combat this prejudice within making space we use person centred care planning it is my responsibility to promote the use of this and to ensure that the support workers who deliver it are fully trained to do so.
Topic: diversity

It is also vital that they have a good understanding of the model in order for them to work effectively with a service user. As a Director I am responsible for ensuring that the ethos within my team promotes equality and diversity every day, that the Support that is delivered within making space and any partnership working exercises good practice in this area this could be through training, policy and procedures, support plans, health files, as well as having a good understanding of equality & diversity. The staff are all expected to work in line with the Care Act, Mental Capacity Act 2005. Equality Act 2010, Human Rights Act 1998,
Topic: diversity

2.2 Compare The Experience Of Dementia For An Individual Who Has Acquired It As An Older Person With The Experience Of An Individual Who Has Acquired It As a Younger Person It would not be much different between an older and younger person, they would both still experience the same effects that dementia brings to a person. However a younger person getting dementia would probably feel more affected as they may feel that it’s unfair that they have it so young when they have a lot of life left ahead of them, they also may not be able to deal with it very well as most people associate dementia with older people. Their life will change so much and sometimes so quickly, they may have to leave work, stop driving etc. Then they would have to think about the help they would need, finance etc. which with so much happening and changing can lead to a lot of stress and then to depression in a person and sometimes more. Having dementia as an older person is probably more easier to deal with than getting it as a younger person because you have experienced a lot and lived a life so you would be more acceptance of it and deal with it a lot better.
Topic: diversity

There are legislations, policies and codes of practice which endeavour to promote and protect equality, diversity and inclusion, giving guidelines and procedures. Within the setting all staff are aware of the Equal Opportunities policy incorporating the Sex Discrimination Act 2006, Race Relation Act 2000, Disabled Persons Act 1986, Education Act 1996, Childcare Act 1989/2006, Disability Discrimination Act 1995/2005, Special Educational Needs and Disability Act 2001 also our own Policies and Procedures which support equality.
Topic: diversity

The biggest ones are generally prejudice, culture and upbringing and religious beliefs. Prejudice is “a preconceived opinion that is not based on reason or personal experience” those creating barriers to recognizing equality of rights for all. Cultural barriers can prevent, for example, consideration of spiritual, relational or dietary needs that do not conform with traditional expectations. Religious belief, where different religious beliefs are not taken into account and minorities are marginalized and not acknowledged. Other significant barriers could be structural, institutional and personal: Structural, where circumstances create or result in barriers – for example in access to a ‘good education’ adequate housing, sufficient income to meet basic needs.
Topic: diversity

Institutional, where policies, processes, practices sustain an organisational or service culture that excludes certain people or groups. Personal barriers, where staff can hold individual prejudices that influence their practice. These actions may be conscious, but they can often be unconscious or unwitting. Some vulnerable and disadvantaged individuals need more support to ensure their voice is heard and they are able to have power in the decision making process. Within our setting, if potential barriers to equality and inclusion arise, they are flagged and staff have a good understanding of individuals and groups of children. Barriers are then removed or minimised The environment is adapted, personalised support offered, resources or equipment provided.
Topic: diversity

1. EQUALITY ACT 2010 Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society. The act replaced previous antidiscrimination laws with a single act to make the law simpler and to remove inconsistencies. This makes the law easier for people to understand and comply with. The act also strengthened protection in some situations. The act covers nine protected characteristics, which cannot be used as a reason to treat people unfairly. Every person has one or more of the protected characteristics, so the act protects everyone against unfair treatment. The protected characteristics are: • age• disability• gender reassignment• marriage and civil partnership• pregnancy and maternity• race• religion or belief• sex• sexual orientation