Workshop.
An interactive discussion of what each of us can do to build communities where people from all cultural backgrounds feel welcomed and included.
The document summarizes chapters 10-12 from a book on community and culture. Chapter 10 discusses challenges to intercultural communities such as conflicts over resources and cultural differences. It also outlines approaches to mediate community conflicts and address issues like racism. Chapter 11 covers media production and messages, and how media can homogenize content and influence perceptions. Chapter 12 discusses how history shapes intercultural communication both from the bottom-up through people's experiences, and top-down through broader societal forces like colonization and diaspora.
This document summarizes an interview with Joanne Smith, the executive director of Girls for Gender Equity, about their 2009 grant from the Robert Wood Johnson Foundation's Local Funding Partnerships to reduce youth exposure to violence through their Coalition for Gender Equity in Schools project. It provides information on eligibility for future Peaceful Pathways grants, including that projects must be new, community-led, and culturally appropriate, and have award amounts between $50,000-$200,000 upon nomination by a diversity-focused funder. Contact information and the January 5, 2011 application deadline are also noted.
The document summarizes Paulette Pierre's experience attending an event held by the Chicago African Americans in Philanthropy organization. The annual event honors individuals who have promoted inclusiveness in philanthropy. This year's recipient was Amina Dickerson. In her speech, Dickerson reflected on being one of few African Americans in the field early in her career and the isolation she felt from lack of mentors. She emphasized the progress made but more work needed to increase diversity and mentor future generations of minorities in philanthropy through open discussion.
Calumet City is a city in Cook County, Illinois with a population of 37,042 according to the 2010 census. The city has an unemployment rate of 11.8% as of April 2013. Some problems within the neighborhood include issues with education, segregation, discrimination, violence, oppression, health, political corruption, and misrepresentation. The author is a member of I.C. Stars and wants to make positive changes in the community by creating opportunities for others to thrive and making the town more self-sufficient.
The document discusses several individualistic theories of poverty: biogenetic theory, which claims intelligence explains poverty; culture of poverty theory, which argues the poor have dysfunctional values; and human capital theory, which asserts lack of education causes poverty. Each is critiqued for ignoring structural factors like inequality, discrimination, and lack of opportunity that impact poverty beyond individual choices or attributes. While education and skills are important, success depends more on access to social and cultural capital like networks, privilege, and converting human capital into well-paying jobs.
The document discusses the core principles and insights of the National Coalition Building Institute (NCBI), an organization that works to eliminate discrimination. It notes that NCBI addresses a wide range of diversity issues through programs that encourage sharing personal stories of discrimination, training leaders to handle conflict effectively, and building understanding among people with different backgrounds and views. NCBI believes that differences among individuals and groups need not lead to discrimination if addressed properly, and that communities can benefit from diversity when issues are discussed without rigid positions that prevent finding common ground.
This document discusses structural perspectives on poverty from a sociological viewpoint. It outlines three major social factors that influence poverty: group memberships, neighborhood effects, and social networks. Group memberships like race, gender, and socioeconomic class affect life chances and access to opportunities. Neighborhood effects, such as quality of schools and safety, also impact outcomes. Social networks determine access to information, resources, and support. Together, these social structures shape an individual's susceptibility to poverty beyond individual factors alone.
This document discusses how cultural systems shape common perceptions of poverty through popular beliefs and ideologies. It outlines how individualistic explanations of poverty have dominated public discourse since the 1970s, reinforced by terms like "personal responsibility" and the Horatio Alger myth. While some acknowledge structural factors, they still qualify the individualistic perspective. The media also influences perceptions by framing stories episodically and perpetuating stereotypes. Conservative groups further push the individualistic view through extensive lobbying and media campaigns.
The document summarizes chapters 10-12 from a book on community and culture. Chapter 10 discusses challenges to intercultural communities such as conflicts over resources and cultural differences. It also outlines approaches to mediate community conflicts and address issues like racism. Chapter 11 covers media production and messages, and how media can homogenize content and influence perceptions. Chapter 12 discusses how history shapes intercultural communication both from the bottom-up through people's experiences, and top-down through broader societal forces like colonization and diaspora.
This document summarizes an interview with Joanne Smith, the executive director of Girls for Gender Equity, about their 2009 grant from the Robert Wood Johnson Foundation's Local Funding Partnerships to reduce youth exposure to violence through their Coalition for Gender Equity in Schools project. It provides information on eligibility for future Peaceful Pathways grants, including that projects must be new, community-led, and culturally appropriate, and have award amounts between $50,000-$200,000 upon nomination by a diversity-focused funder. Contact information and the January 5, 2011 application deadline are also noted.
The document summarizes Paulette Pierre's experience attending an event held by the Chicago African Americans in Philanthropy organization. The annual event honors individuals who have promoted inclusiveness in philanthropy. This year's recipient was Amina Dickerson. In her speech, Dickerson reflected on being one of few African Americans in the field early in her career and the isolation she felt from lack of mentors. She emphasized the progress made but more work needed to increase diversity and mentor future generations of minorities in philanthropy through open discussion.
Calumet City is a city in Cook County, Illinois with a population of 37,042 according to the 2010 census. The city has an unemployment rate of 11.8% as of April 2013. Some problems within the neighborhood include issues with education, segregation, discrimination, violence, oppression, health, political corruption, and misrepresentation. The author is a member of I.C. Stars and wants to make positive changes in the community by creating opportunities for others to thrive and making the town more self-sufficient.
The document discusses several individualistic theories of poverty: biogenetic theory, which claims intelligence explains poverty; culture of poverty theory, which argues the poor have dysfunctional values; and human capital theory, which asserts lack of education causes poverty. Each is critiqued for ignoring structural factors like inequality, discrimination, and lack of opportunity that impact poverty beyond individual choices or attributes. While education and skills are important, success depends more on access to social and cultural capital like networks, privilege, and converting human capital into well-paying jobs.
The document discusses the core principles and insights of the National Coalition Building Institute (NCBI), an organization that works to eliminate discrimination. It notes that NCBI addresses a wide range of diversity issues through programs that encourage sharing personal stories of discrimination, training leaders to handle conflict effectively, and building understanding among people with different backgrounds and views. NCBI believes that differences among individuals and groups need not lead to discrimination if addressed properly, and that communities can benefit from diversity when issues are discussed without rigid positions that prevent finding common ground.
This document discusses structural perspectives on poverty from a sociological viewpoint. It outlines three major social factors that influence poverty: group memberships, neighborhood effects, and social networks. Group memberships like race, gender, and socioeconomic class affect life chances and access to opportunities. Neighborhood effects, such as quality of schools and safety, also impact outcomes. Social networks determine access to information, resources, and support. Together, these social structures shape an individual's susceptibility to poverty beyond individual factors alone.
This document discusses how cultural systems shape common perceptions of poverty through popular beliefs and ideologies. It outlines how individualistic explanations of poverty have dominated public discourse since the 1970s, reinforced by terms like "personal responsibility" and the Horatio Alger myth. While some acknowledge structural factors, they still qualify the individualistic perspective. The media also influences perceptions by framing stories episodically and perpetuating stereotypes. Conservative groups further push the individualistic view through extensive lobbying and media campaigns.
This document discusses poverty through a lens of belongingness. It argues that in a wealthy democracy, poverty is largely about social exclusion and lack of belonging rather than just material inequality. It says that as excluded groups increase in size, the realities of their exclusion affect not only the targeted group but society as a whole. Belonging involves having one's well-being considered and ability to participate in and influence political and social institutions. The document discusses how different groups are positioned on a gradient of belonging, and how far from the center determines the level and form of exclusion they face. It argues we must transform narratives that relegate groups outside of belonging to effectively address poverty.
This document discusses the concept of diversity in the workplace and its benefits. It defines diversity as including differences in race, gender, age, religion and other demographic variables. It then argues that a diverse workforce can be more productive and help businesses succeed by appealing to a diverse customer base. The document also touches on avoiding employment discrimination, respecting individual differences, and the history of the Equal Rights Amendment.
The document discusses how the American political system contributes to poverty from a structural perspective. It argues that the system is designed to protect privileged interests rather than help the poor. Government does less than other nations to reduce poverty through taxes and benefits. Businesses have outsized political influence through lobbying and campaign donations, exacerbating inequality. The two-party system and checks and balances favor those with money. As a result, policies around minimum wage, unemployment insurance, welfare and labor laws do little to help the poor.
This document discusses the advantages of a culturally diverse workforce. It notes that discrimination can negatively impact health and opportunities for well-being. A culturally diverse workforce brings real benefits such as enhanced creativity, flexibility, and better ability to work with diverse clients and colleagues. However, almost 1 in 5 Australians report experiencing race-based discrimination in the workplace. Creating an inclusive workplace that values diversity can maximize the benefits of cultural diversity and reduce discrimination.
The document outlines the mission and message of the Jewish Federation of Metropolitan Detroit. Its core mission is to strengthen Jewish identity, build Jewish community, and grow Jewish philanthropy in Detroit, Israel, and around the world by supporting Jewish education, engaging the community, and providing for those in need. It provides an overview of the Federation's priorities and challenges, including supporting seniors, families, employment programs, individuals with disabilities, and making Jewish education affordable.
The document discusses Amartya Sen's concept of poverty as a severe lack of capabilities rather than just income or basic needs. It argues that basic needs are simply means to various ends like health, education, and productive activity. There are many means that can provide a single end, and many ends require multiple means. It also discusses how Sen's capabilities approach considers what people are able to do and be, going beyond just commodities and ownership. Poverty involves a severe failure of a person's capabilities.
This document contains a profile and resume for Waigamuturi K. including personal details like citizenship, date of birth, and marital status. It outlines work experience as a freelance writer, editor, and content creator for various organizations from 2010 to present. Areas of expertise are listed as humanitarian issues, lifestyle, and culture documentation. Skills include excellent communication, teamwork, writing, problem solving, and computing abilities. Interests involve volunteering, philanthropy, learning, travel, art, fitness, reading, writing, music, poetry, cooking and swimming. Three references are also provided.
The document discusses the rights-based approach to development and poverty. It explains that the rights-based approach views poverty as a failure to realize human rights, whereas previous approaches treated poverty as simply lacking basic needs. The rights-based approach emphasizes accountability, empowerment through enabling people to demand their rights, objective human rights standards, protection of vulnerable groups, and a holistic view of development that includes participation. The document outlines the obligations of duty-bearers including states to respect, protect, fulfill and facilitate human rights.
This document discusses the continuing significance of race and outlines the work of the Kirwan Institute. It argues that while some claim we now live in a post-racial society, racial inequalities still exist in areas like education and the criminal justice system. The foreclosure crisis disproportionately impacted minority communities. Kirwan's mission is to research structural racialization and the impact of implicit bias. Through opportunity mapping and other projects, it aims to promote racial equity and stimulate transformative change. The economic recovery presents both opportunities and challenges to direct funds towards communities hardest hit by the crisis.
This presentation summarizes key aspects of culture diversity in the United Arab Emirates. It begins with an introduction and outline, then defines terms like diversity, acculturation, discrimination, human rights, respect, migration, multiculturalism, stereotyping, tolerance, values, and the global economy. A video explains aspects of UAE culture and the movie "Outsourced" is analyzed for examples of culture shock, clash, and acculturation. Different "isms" like racism, ageism, and sexism are also addressed. The presentation concludes with an invitation for any questions.
The document discusses cultural diversity in the United Arab Emirates (UAE) society. It notes that the UAE has over 200 nationalities living together and is known as a "garden salad" due to its diversity. The author learned that diversity brings communities closer by minimizing hate and discrimination as people learn about other cultures. However, disadvantages include losing traditions to stereotyping. The author gained openness and respect for different cultures by making international friends. In conclusion, the positives of cultural diversity outweigh the negatives when developing a society.
The document summarizes the mission and activities of the Tulsa Global Alliance to promote international awareness, education, and partnerships in Tulsa, Oklahoma. The Alliance connects people and organizations through its 8 sister city partnerships, professional visitor programs that bring over 300 international guests annually, and cultural events. It aims to build global understanding and goodwill through citizen diplomacy and volunteer efforts of over 500 people each year.
Calumet City is a city in Cook County, Illinois with a population of 37,042. It has an unemployment rate of 11.8% as of April 2013. The document discusses an individual who loves videogames, running, reading, and current politics. They have worked with an alderman, served as president of a youth board, and taught street law to educate kids on their rights and regulations. The individual lists problems in their neighborhood as education, segregation, discrimination, violence, oppression, and health. They are a member of I.C. Stars to enact change and make opportunities in their community to help it become self-sufficient.
There are 1.5 million non-profits with an estimated $2.6 trillion in assets. Some are huge operations including the United Way, Red Cross, American Cancer Society and the YMCA. Some lobby. Some compete against non-profits. They all compete against each other for donations. All face compassion fatigue, and many run into PR difficulties ... or worse (see Lance Armstrong and Livestrong). They may not be for profit and for the most part they are well respected, but they still need reputation and brand management in our 24-7-365 digital society.
This document discusses the importance of understanding Black culture when marketing to Black Americans. It argues that marketers who focus only on differences between groups are "missing the forest for the trees". To effectively engage and reach Black consumers, marketers must understand the aspects of identity and culture that matter to Black Americans today. Black communities are diverse but maintaining connections to Black culture remains important. Properly recognizing these cultural factors is critical for marketing success.
This document provides an overview of non-profit public relations. It discusses that non-profits serve the public interest rather than generating profit. It also notes that the majority of non-profits' income comes from individual contributions rather than corporations or foundations. The document outlines that non-profit public relations differs from traditional public relations in its focus on recruiting and engaging volunteers. It also describes various types of non-profits including advocacy groups, social service organizations, and discusses common fundraising and communication strategies used.
The document outlines the Pathways to Prosperity Program, which aims to help Native Americans transition from poverty to well-being. It was developed by United Indians of All Tribes Foundation and the Native American community of Seattle, with initial funding from the Northwest Area Foundation. The program takes a holistic approach, addressing nine areas like education, health, culture, community building, and economic development. It is a long-term, 10-20 year journey meant to transform the root causes of poverty into determinants of well-being for individuals, families, organizations, and the community.
This document summarizes work done to improve mental healthcare services for diverse communities in the UK. It discusses building appropriate and responsive services through community engagement and better information. It also outlines achievements in engaging royal colleges, primary care trusts, mental health trusts, and other organizations. Specific efforts are highlighted for refugees, older adults, children, gender equality, older adults' mental health, and more. Challenges and ongoing work are also mentioned around continuing to learn from initiatives to improve pathways to care and services for all.
Strategic Connections With Diverse Communitiesronaldma
S.U.C.C.E.S.S. is a multicultural, multi-service agency formed in 1973 to assist immigrants in all stages of their Canadian experience. It has 26 offices across BC and 400 multilingual staff. S.U.C.C.E.S.S. takes a holistic, integrated approach to service delivery and partners with over 100 organizations to better serve clients and maximize resources. Partnerships can be at various levels and types, from service delivery to expertise sharing to resources, with the goal of creating mutually beneficial relationships that ultimately help clients. Challenges include maintaining sustainable long-term partnerships despite changes.
O documento discute a implantação de métodos ágeis em projetos do governo, especificamente no Tribunal Regional do Trabalho. Apresenta os desafios de projetos com múltiplos demandantes e demandas, como a estrutura interna do tribunal e a necessidade de filtrar demandas pela área de negócios. Também aborda a diferença entre burocracias coercivas e habilitadoras e formas de otimizar o fluxo de trabalho por meio de métricas e redução de estoques.
The face of philanthropy has changed dramatically over time. What does Diversity and Philanthropy look like today? How can YMCA fundraising programs thrive in our changing communities? In this webinar we will share the latest trends on philanthropy in diverse communities, why these trends are important for the YMCA. We’ll explore how our internal and external dimensions of diversity impact philanthropic behavior, including gender, age, faith, and race and ethnicity.
This document discusses poverty through a lens of belongingness. It argues that in a wealthy democracy, poverty is largely about social exclusion and lack of belonging rather than just material inequality. It says that as excluded groups increase in size, the realities of their exclusion affect not only the targeted group but society as a whole. Belonging involves having one's well-being considered and ability to participate in and influence political and social institutions. The document discusses how different groups are positioned on a gradient of belonging, and how far from the center determines the level and form of exclusion they face. It argues we must transform narratives that relegate groups outside of belonging to effectively address poverty.
This document discusses the concept of diversity in the workplace and its benefits. It defines diversity as including differences in race, gender, age, religion and other demographic variables. It then argues that a diverse workforce can be more productive and help businesses succeed by appealing to a diverse customer base. The document also touches on avoiding employment discrimination, respecting individual differences, and the history of the Equal Rights Amendment.
The document discusses how the American political system contributes to poverty from a structural perspective. It argues that the system is designed to protect privileged interests rather than help the poor. Government does less than other nations to reduce poverty through taxes and benefits. Businesses have outsized political influence through lobbying and campaign donations, exacerbating inequality. The two-party system and checks and balances favor those with money. As a result, policies around minimum wage, unemployment insurance, welfare and labor laws do little to help the poor.
This document discusses the advantages of a culturally diverse workforce. It notes that discrimination can negatively impact health and opportunities for well-being. A culturally diverse workforce brings real benefits such as enhanced creativity, flexibility, and better ability to work with diverse clients and colleagues. However, almost 1 in 5 Australians report experiencing race-based discrimination in the workplace. Creating an inclusive workplace that values diversity can maximize the benefits of cultural diversity and reduce discrimination.
The document outlines the mission and message of the Jewish Federation of Metropolitan Detroit. Its core mission is to strengthen Jewish identity, build Jewish community, and grow Jewish philanthropy in Detroit, Israel, and around the world by supporting Jewish education, engaging the community, and providing for those in need. It provides an overview of the Federation's priorities and challenges, including supporting seniors, families, employment programs, individuals with disabilities, and making Jewish education affordable.
The document discusses Amartya Sen's concept of poverty as a severe lack of capabilities rather than just income or basic needs. It argues that basic needs are simply means to various ends like health, education, and productive activity. There are many means that can provide a single end, and many ends require multiple means. It also discusses how Sen's capabilities approach considers what people are able to do and be, going beyond just commodities and ownership. Poverty involves a severe failure of a person's capabilities.
This document contains a profile and resume for Waigamuturi K. including personal details like citizenship, date of birth, and marital status. It outlines work experience as a freelance writer, editor, and content creator for various organizations from 2010 to present. Areas of expertise are listed as humanitarian issues, lifestyle, and culture documentation. Skills include excellent communication, teamwork, writing, problem solving, and computing abilities. Interests involve volunteering, philanthropy, learning, travel, art, fitness, reading, writing, music, poetry, cooking and swimming. Three references are also provided.
The document discusses the rights-based approach to development and poverty. It explains that the rights-based approach views poverty as a failure to realize human rights, whereas previous approaches treated poverty as simply lacking basic needs. The rights-based approach emphasizes accountability, empowerment through enabling people to demand their rights, objective human rights standards, protection of vulnerable groups, and a holistic view of development that includes participation. The document outlines the obligations of duty-bearers including states to respect, protect, fulfill and facilitate human rights.
This document discusses the continuing significance of race and outlines the work of the Kirwan Institute. It argues that while some claim we now live in a post-racial society, racial inequalities still exist in areas like education and the criminal justice system. The foreclosure crisis disproportionately impacted minority communities. Kirwan's mission is to research structural racialization and the impact of implicit bias. Through opportunity mapping and other projects, it aims to promote racial equity and stimulate transformative change. The economic recovery presents both opportunities and challenges to direct funds towards communities hardest hit by the crisis.
This presentation summarizes key aspects of culture diversity in the United Arab Emirates. It begins with an introduction and outline, then defines terms like diversity, acculturation, discrimination, human rights, respect, migration, multiculturalism, stereotyping, tolerance, values, and the global economy. A video explains aspects of UAE culture and the movie "Outsourced" is analyzed for examples of culture shock, clash, and acculturation. Different "isms" like racism, ageism, and sexism are also addressed. The presentation concludes with an invitation for any questions.
The document discusses cultural diversity in the United Arab Emirates (UAE) society. It notes that the UAE has over 200 nationalities living together and is known as a "garden salad" due to its diversity. The author learned that diversity brings communities closer by minimizing hate and discrimination as people learn about other cultures. However, disadvantages include losing traditions to stereotyping. The author gained openness and respect for different cultures by making international friends. In conclusion, the positives of cultural diversity outweigh the negatives when developing a society.
The document summarizes the mission and activities of the Tulsa Global Alliance to promote international awareness, education, and partnerships in Tulsa, Oklahoma. The Alliance connects people and organizations through its 8 sister city partnerships, professional visitor programs that bring over 300 international guests annually, and cultural events. It aims to build global understanding and goodwill through citizen diplomacy and volunteer efforts of over 500 people each year.
Calumet City is a city in Cook County, Illinois with a population of 37,042. It has an unemployment rate of 11.8% as of April 2013. The document discusses an individual who loves videogames, running, reading, and current politics. They have worked with an alderman, served as president of a youth board, and taught street law to educate kids on their rights and regulations. The individual lists problems in their neighborhood as education, segregation, discrimination, violence, oppression, and health. They are a member of I.C. Stars to enact change and make opportunities in their community to help it become self-sufficient.
There are 1.5 million non-profits with an estimated $2.6 trillion in assets. Some are huge operations including the United Way, Red Cross, American Cancer Society and the YMCA. Some lobby. Some compete against non-profits. They all compete against each other for donations. All face compassion fatigue, and many run into PR difficulties ... or worse (see Lance Armstrong and Livestrong). They may not be for profit and for the most part they are well respected, but they still need reputation and brand management in our 24-7-365 digital society.
This document discusses the importance of understanding Black culture when marketing to Black Americans. It argues that marketers who focus only on differences between groups are "missing the forest for the trees". To effectively engage and reach Black consumers, marketers must understand the aspects of identity and culture that matter to Black Americans today. Black communities are diverse but maintaining connections to Black culture remains important. Properly recognizing these cultural factors is critical for marketing success.
This document provides an overview of non-profit public relations. It discusses that non-profits serve the public interest rather than generating profit. It also notes that the majority of non-profits' income comes from individual contributions rather than corporations or foundations. The document outlines that non-profit public relations differs from traditional public relations in its focus on recruiting and engaging volunteers. It also describes various types of non-profits including advocacy groups, social service organizations, and discusses common fundraising and communication strategies used.
The document outlines the Pathways to Prosperity Program, which aims to help Native Americans transition from poverty to well-being. It was developed by United Indians of All Tribes Foundation and the Native American community of Seattle, with initial funding from the Northwest Area Foundation. The program takes a holistic approach, addressing nine areas like education, health, culture, community building, and economic development. It is a long-term, 10-20 year journey meant to transform the root causes of poverty into determinants of well-being for individuals, families, organizations, and the community.
This document summarizes work done to improve mental healthcare services for diverse communities in the UK. It discusses building appropriate and responsive services through community engagement and better information. It also outlines achievements in engaging royal colleges, primary care trusts, mental health trusts, and other organizations. Specific efforts are highlighted for refugees, older adults, children, gender equality, older adults' mental health, and more. Challenges and ongoing work are also mentioned around continuing to learn from initiatives to improve pathways to care and services for all.
Strategic Connections With Diverse Communitiesronaldma
S.U.C.C.E.S.S. is a multicultural, multi-service agency formed in 1973 to assist immigrants in all stages of their Canadian experience. It has 26 offices across BC and 400 multilingual staff. S.U.C.C.E.S.S. takes a holistic, integrated approach to service delivery and partners with over 100 organizations to better serve clients and maximize resources. Partnerships can be at various levels and types, from service delivery to expertise sharing to resources, with the goal of creating mutually beneficial relationships that ultimately help clients. Challenges include maintaining sustainable long-term partnerships despite changes.
O documento discute a implantação de métodos ágeis em projetos do governo, especificamente no Tribunal Regional do Trabalho. Apresenta os desafios de projetos com múltiplos demandantes e demandas, como a estrutura interna do tribunal e a necessidade de filtrar demandas pela área de negócios. Também aborda a diferença entre burocracias coercivas e habilitadoras e formas de otimizar o fluxo de trabalho por meio de métricas e redução de estoques.
The face of philanthropy has changed dramatically over time. What does Diversity and Philanthropy look like today? How can YMCA fundraising programs thrive in our changing communities? In this webinar we will share the latest trends on philanthropy in diverse communities, why these trends are important for the YMCA. We’ll explore how our internal and external dimensions of diversity impact philanthropic behavior, including gender, age, faith, and race and ethnicity.
Welcome! Accessible reference for a diverse communityJennifer Arnott
Panel presentation (15 minutes) for the New England Archivists conference in October 2016. Discusses accessible reference approaches for librarians and archivists (particular reference to accessibility for visual impairment).
This document outlines objectives and content for a lesson on group decision making. The objectives include differentiating between individual and group decision making, explaining the group decision making process, discussing effective group leaders, and listing advantages and disadvantages of group decisions. The content outline covers defining groups and decisions, comparing individual and group processes, group formation stages, characteristics of effective groups and leaders, and approaches to group decisions like consensus, negotiation and voting. It also addresses conditions that can foster groupthink and how to avoid it.
ReadySetPresent (DiversityPowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Recognizing the unique characteristics of each individual creates a more interesting, stimulating and valuable workplace for everyone. Diversity PowerPoint Presentation Content slides include topics such as: the various aspects of diversity, 5 slides on understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, 20+ slides on diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, 4 slides on enacting change, 4 examples on how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, 8 slides on how to: recruit, retain, benchmark, train and communicate, 5 slides on the 3 stages of workforce demographic change, measuring productivity and investment potential, 6 slides on the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, 12 slides on methods and programs organizations can use to diversify, and more!
This document outlines learning outcomes for a workshop on diverse communities. The goals are to: describe two identity/diversity theories; summarize how assumptions about difference impact residence hall communities; identify four concepts related to communication in diverse groups; and develop three strategies for inclusive learning opportunities and community standards.
Ross will give opening and closing remarks at the faculty meeting. Ross will also discuss cultural diversity and provide information on defining cultural diversity, challenges related to diversity in education, and the need for a paradigm shift from ignorance to awareness and celebration. Other agenda items include classroom lists by Curry, standards and word walls by Curry, the master schedule by Tran, and clinic procedures by Rehmann, with time for general comments and questions from faculty.
The document discusses the importance of diversity and inclusion in the workplace, defining key terms and outlining best practices for effectively managing diversity such as emphasizing its value, eliminating misconceptions, improving management, and developing greater productivity while enhancing human relations by respecting differences among all individuals. It also addresses challenges like discrimination and biases that can arise without proper diversity management.
This document introduces Monica Villalta as the new National Director of Inclusion and Diversity. She discusses rethinking the approach to diversity, equity, and inclusion (DEI) from being "nice to have" to a mission imperative. She shares definitions of key terms like diversity, inclusion, equity, equality, and culture. Villalta advocates for assessing the current state of DEI, determining a strategic plan, and measuring ongoing progress through a framework like the Global Diversity and Inclusion Benchmarks. She outlines NAMI's new approach to comprehensive cultural transformation across career development, cultural competence, communications, and community engagement.
The value of diversity in groups and society is continually de.docxlillie234567
The value of diversity in groups and society is continually debated. Its benefits and challenges are
many, particularly in the workplace where increased awareness of diversity issues has changed the
nature of organizations.
Instructions:
1) What kinds of diversity do you believe strengthens a group or organization? Why?
2) What are the advantages and disadvantages of having a diverse work team?
REPLY TO MY CLASSMATES’ DISCUSSION TO THE ABOVE QUESTIONS
AND EXPLAIN WHY YOU AGREE. MINIMUM OF 150 WORDS.
CLASSMATE’S DISCUSSION
What kinds of diversity do you believe strengthens a group or organization?
There are many elements to discuss when you're talking about diversity. In a workplace
there are strengths and weaknesses that can help an organization, so it is imperative to
have a diverse work team that work well with each and listen to others' opinions. I am
pondering over this question and what comes to mind is that cultural diversity in a team
or group is beneficial and important, especially when it comes to teamwork.
Researching this from [Kahn,2015], which states, " Having cultural diversity in a team
does improve performance, particularly where creativity, problem-solving, and decision-
making skills are concerned". It is also important to have other elements of diversity,
such as ages, different types of skill sets, and of experience, and with all these
contributing factors the team will remain strong.
What are the advantages and disadvantages of having a diverse work team?
When your apart of a diverse work team it starts with the training when your strengths
and weaknesses are exploited, such as your temperament, thinking and learning styles,
as well as what will be required of you within the team. The most noticeable down fall of
diversity in a team is social stress, trust, conflict, and communication. This can be a
disadvantage to the team if a member is suffering from these psychological conditions,
[Kahn, 2015].
Diversity in a workplace is very challenging and ongoing but everyone is capable of
learning and receive the fruits of their labor so building a positive work environment,
trust, teamwork, good communication skills, and solving problems is the glue to holding a
team together, [Your Career, 2022].
References:
Kahn, A. [2015]. The Ecology of Diversity Examining Individual Societies, and Cultures,
San Diego, CA. Bridgepoint education.
Your Career, 2022, https://www.yourcareer.gov.au/articles/diversity-in-the-workplace
https://www.yourcareer.gov.au/articles/diversity-in-the-workplace
Collapse Subdiscussion
Brianna Lynn
Brianna Lynn
TuesdayDec 20 at 3:41pm
Manage Discussion Entry
Description of my culture
Trying to determine a description of my culture was difficult at first because I needed to figure out what characteristics of my life truly display my culture. I grew up in a lower-middle-class, protestant household in a small town in Northern Ohio. The area I grew up i.
Diversity refers to differences among people in areas such as race, ethnicity, gender, age, religion, sexual orientation, disability status, and other attributes. Managing diversity and promoting inclusion are important for organizations because they allow individuals to feel respected and connected, which helps harness diverse perspectives and ideas to create business value. While simply having a diverse workforce or student body is not enough, creating an environment where all individuals feel included and able to participate fully regardless of their backgrounds is important for success. Embracing diversity involves considering others' perspectives, befriending people different than oneself, showing empathy and compassion, and not making assumptions based on stereotypes.
Natalie Baeza Personal Bias in Ethics.pdfNatalieBaeza2
The document discusses several challenges that white social workers face in working with minority clients. It notes that research has found that white social workers feel less prepared than minority social workers to work with culturally diverse clients. This can be due to a lack of understanding of cultural differences experienced by minorities and an unawareness of white privilege. The document emphasizes that social workers must actively work to confront their own biases and stereotypes through self-reflection to provide culturally competent services. Standards of practice also require social workers acknowledge personal privilege, engage in lifelong learning about other cultures, and advocate against oppression and racism.
Natalie Baeza Personal Bias in Ethics.pdfNatalieBaeza2
The document discusses the challenges that white social workers face in working with minority clients. Research shows that white social workers feel less prepared than minority social workers to work with culturally diverse clients. This is due to a lack of understanding of cultural differences and an unawareness of personal biases that stem from white privilege. The document emphasizes the importance of cultural competence and self-reflection for social workers to recognize biases, seek to understand clients' perspectives, and advocate on behalf of minority groups.
A new customer service division has been established with a diverse team of over 75 employees from various countries. The division is managing American clients' loan repayment. The document discusses how cultural differences can impact communication and team management. It emphasizes that culture influences behaviors, values, and communication styles. Individualist and collectivist cultures are contrasted, showing how they prioritize individual goals versus group harmony. Personal worldviews and perceptions of communication control are also discussed as shaping interactions. Effective management requires understanding these cultural factors.
The Circles Campaign began in 1964 as a grassroots initiative in Waterbury, Connecticut to end poverty. It has since expanded to other parts of the northwest corner of the state. The campaign aims to help 500 people rise out of poverty in Waterbury, Meriden, and Torrington by 2017 through a 20-week self-sufficiency program, building social connections across class and race lines, and advocating for policy changes at the state level.
The document discusses culturally competent helping, including: defining cultural competence as understanding clients' cultures and integrating them into counseling; exploring models for developing cultural competence like multicultural counseling competencies; and emphasizing that becoming culturally competent is an ongoing process facilitated through training. It provides learning objectives, definitions of key terms, and discusses the importance of understanding diversity, power differentials, and advocating for social justice.
This document provides an introduction to cross-cultural understanding (CCU). It defines CCU as dealing with understanding the similarities and differences between cultures, and how people from different cultures communicate and share values. It discusses why understanding cultural differences is important to avoid judgment and perceiving others based only on our own perspective. The document also outlines key dimensions of diversity, and explains why CCU is increasingly important due to trends in globalization, changing demographics, and rising numbers of expatriates. It concludes by outlining steps to develop diversity competence, including increasing awareness, knowledge, skills, and taking action to be more inclusive of other cultures.
This document discusses the importance of cultural competence for social workers. It covers developing self-awareness of one's own culture, gaining specialized cultural knowledge about diverse groups, and using appropriate skills in a culturally sensitive way. Social workers are encouraged to move along the Developmental Model of Intercultural Sensitivity from ethnocentrism to cultural empathy. Understanding how culture influences clients and intersecting identities is key to providing effective help.
This document discusses the concept of sense of community and provides tips for facilitating intercultural communication. It defines sense of community as having four factors: membership, influence, fulfilment of needs, and shared emotional connection. It also provides McMillan and Chavis' definition of sense of community as a feeling of belonging, mattering to others, needs being met through commitment. The document then describes an exercise where community members map their community and discuss its state. It provides tips for overcoming language barriers in intercultural communication, such as using clarity, knowledge, non-verbal cues, support, and patience. Finally, it discusses how children can act as cultural mediators for immigrant families.
This document discusses culturally competent helping. It defines cultural competence and explores models for developing competence, including considering attitudes, knowledge of other cultures, and advocacy skills. It emphasizes that becoming culturally competent is an ongoing process that requires awareness of one's own biases and understanding diverse experiences and perspectives. Competence involves utilizing appropriate terms, advocating for social justice, and adhering to ethical standards around issues like discrimination.
This document discusses cultural sensitivity and respecting diversity. It defines cultural sensitivity as being aware of cultural differences and similarities without judgment. It outlines several major steps to increasing cultural sensitivity, including defining it, valuing diversity, self-assessment, understanding dynamics when cultures intersect, and having approaches adapted to diversity. It discusses how New York City is a diverse mosaic and defines cultural sensitivity stages like denial, defense, and acceptance. The document emphasizes respecting individuality while promoting respect for others.
The document discusses intercultural communication and skills. It emphasizes that successful intercultural interactions can inspire people to explore cultural differences, while negative interactions can cause frustration. Developing intercultural skills like open-mindedness, cultural self-awareness, flexibility and the ability to communicate effectively across cultures are important. Understanding one's own culture as well as different cultural norms, values and behaviors are keys to intercultural competence. Building respect and curiosity for other cultures helps create more positive intercultural experiences.
Standardized Cultural Competency In-Service Training ProceedNCTSTA
Train staff members with this interactive presentation that includes various teaching tools such as: videos, quizzes, diagrams, visuals, discussion segments and hands-on activities to aid the learning process and maintain participant engagement.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements. As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and inclusion leaders are key players on the executive leadership team with the specific responsibility of ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and inclusion leaders are trusted advisors who fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision.
At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills.
b. Understand strategies for building the right brand and image.
c. Examine what it means to transform organizational culture.
d. Create a plan for excellence in diversity and inclusion leadership.
e. Explore business challenges that impact diversity and inclusion leaders.
This document discusses the importance of understanding culture in building communities. It defines culture as shared experiences that shape a group's understanding of the world. Understanding different cultures is important for building inclusive communities and overcoming divisions. It encourages envisioning the diverse community you want and providing an environment that welcomes all, recognizes existing diversity, and treats people equitably rather than assuming sameness.
Enhancing Relationships Through Cultural Competence Training by Proceed IncAtlantic Training, LLC.
This document provides an overview of a training on cultural competence. It discusses establishing safe conversation guidelines, understanding one's own worldview and cultural identities, recognizing cultural differences without stereotyping, and exploring the cultural competence continuum as an evaluation tool. The objectives are to understand how cultural factors impact relationships, learn about demonstrating culturally competent behaviors, and discuss strategies for enhancing cultural competence.
Similar to Beyond Diversity: Creating Communities Where Everyone Feels Welcomed (20)
This document compares Indigenous education policies in Bolivia and Wyoming. It discusses the struggles Indigenous students face in culturally irrelevant classrooms in both locations. The methodology section describes preliminary visits to schools in Bolivia and Wyoming to understand language and cultural barriers Indigenous students experience. The document provides a brief history of Bolivia and Wyoming and outlines the education systems and hierarchies in each place. It also describes traditions, customs, and policies around language and culture for Indigenous groups. Recent education reforms in Bolivia aiming to decolonize the system are mentioned.
The document discusses the University of Wyoming Archives' efforts to document social justice issues and controversies on campus from the 1960s to the present. It notes that records from students, faculty, and departments on topics like the Black 14 incident and William Ayers controversy have been acquired and managed differently over time. It raises the question of how the archives can best document everyday injustices and current social justice issues occurring at the university.
This document discusses an auto-ethnographic study of understanding Native American learning styles. It presents an example of a turning point that occurred during the researcher's study of Native American college students on a reservation. Auto-ethnography facilitates perceptual shifts by mapping personal contexts through reflective storytelling to understand culture from an insider perspective. It connects the personal to the social and cultural in a way that critiques power structures and makes the invisible visible.
Bad Jokes, Hurt Feelings: A Graphic Novel Project Teaches Empathy for Divers...SSSJ
The document discusses a graphic novel project at The Steward School in Richmond, VA that aims to teach empathy for diverse populations. It does so by having students create graphic novels exploring bad jokes, hurt feelings, and the values and experiences of people from different backgrounds. The goal is for students to gain perspective on what it means to stand by or next to others who may be different from themselves.
This document summarizes a presentation about integrating social justice and activism into the college classroom at Northland College. It discusses how Northland incorporates social responsibility into its curriculum through classes and co-curricular activities that involve community service projects. Examples are given of projects students have completed in classes on water quality, social responsibility, and gender studies that addressed local issues. Student groups also carry out extracurricular projects inspired by academics. The benefits and challenges of classroom activism are reviewed, and recommendations are provided for implementing similar initiatives at other schools.
This document discusses decolonizing language arts education through experiential narratives of Native students and non-Native educators. It argues that narratives hold different meanings for different cultural backgrounds and that understanding requires recognizing these differences. Currently, many classrooms privilege dominant Western narratives and approaches to interpretation, which can colonize Native experiences. The document calls for centering Native experiences, honoring Native history and knowledge systems, confronting tensions between traditions and expectations, and providing opportunities for Native voices. This includes collaborative work with Native communities to define goals and critically explore storytelling from decolonizing perspectives.
Let’s Go, Let’s Show, Let’s Rodeo: African American Involvement in RodeoSSSJ
We examine the complicated and multi-‐dimensional roles that African American cowboys played in rodeo from its conception in the late nineteenth century. From rodeo’s beginnings, the visual representation of what rodeo was and is portrays a white sport; however, upon further inspection there are many unsung rodeo stars and heroes that have been left out of the narrative, specifically African American cowboys. (Paper presentation)
Culturally Responsive Online Teaching: Reaching all Student Cultures OnlineSSSJ
Workshop
Participants will engage in creating culturally responsive online teaching practice by reconciling best practices in online teaching and culturally responsive teaching. Participants will understand the potential for online education to reach students who have previously been under served. (Workshop)
Workshop
Pamela Oiler -‐ National Coalition for Cancer Survivorship, National Association of Social Workers, and Oncology Nursing Society Social Work, University of Wyoming Family Residency Program ABSTRACT: This is an introduction to the Cancer Survivor Toolbox which teaches professionals to care for cancer survivors in a geographically, culturally, and socio-‐economically sensitive manner. Upon completion of this course, participants will be aware of the entire scope of the cancer experience and have comprehensive resource information both for themselves and
Wind River UNITY Photovoice for Healthy Relationships: Sharing our Stories to...SSSJ
Photovoice is a medium of storytelling for social justice. We highlight how Native American youth draw on cultural heritage to enjoy and promote healthy relationships. Various counter narratives to commonly held stereotypes have emerged from this project. These narratives highlight the wisdom, strength, and power of Native American culture that guide young people in their spiritual, mental, physical and social development.
This paper would present the use of theatre as an inspirational and educational tool in promoting diversity and social justice. Web-‐based courses reach across geographical lines and allow various cultures to come together to discuss, explore and create works that produce change in their community as well as the world. The paper will focus on the creation, process and outcome of two specific courses: Theatre for Social Justice and Theatre of Diversity. The paper will show how theatre reflects social justice and diverse issues and then goes a step further in inspiring students to have a voice.
In 1635 Mary Dyer left England and came to the shores of Massachusetts Bay because her Puritan religious faith was outlawed in England.As time passed, Mary’s religious beliefs changed and she eventually became a Quaker. Massachusetts did not allow religious freedom and banned all Quakers from the colony, burned all Quaker books, and put newly arriving Quakers in jail. When Mary refused to renounce and give up her Quaker faith, she was hanged.
The people on their books covers were forced to live as slaves in this country. They were sold off like cattle, forced to live in poverty, beaten and killed if they did not obey the slave laws and the people who “owned” them.
In the 1830’s The Cherokee Nation from Georgia, the Choctaws of Mississippi, the Creeks of Alabama, the Chickasaws of Mississippi, and the Seminoles from Florida were all forced off their land so that white settlers could move in and claim ownership. The United States government broke their treaties with the Native Americans, moved them to unsettled and often inferior land, took over the property left behind, and forced the Indians to march with few provisions and clothes to a new location. Many died along the march.
This is a depiction of an anti-immigration riot that took place in Philadelphia in the early 1800’s. There has been protests and violence committed against almost every new group of immigrants who have come to the United States – the Irish, Germans, Catholics, Chinese, Jews, Italians, Poles, other Asian cultural groups and Latinos. Some people in this country did not like that the new immigrants spoke a language they couldn’t understand and were afraid that the new arrivals would take away jobs from U.S. citizens.
Different supremacy groups – people who believe they are superior and others not like them are inferior – have promoted hatred and violence against Jewish people here in the United States. They have newspapers, radio programs and websites that promote hatred and distribute brochures to get their message of intolerance out to others. They graffiti their homes, buildings, synagogues, and cemeteries and beat-up and even kill people simply because they are Jewish. Such activity happens today here in Colorado – in Boulder and Larimer Counties.
Segregation did not just happen in the South. When I was your age, these signs were in store and restaurants here in northern Colorado
“One time I was walking down the street with a woman I was tutoring. She was going to give me a ride home. These men approached us and surrounded us. They started yelling and calling us “lezzies” and dykes” and “freaks.” It was scary. It was dark. There were just the two of us. We didn’t respond to anything they had to say, and they had somewhere else to go. They just wanted to harass us. They just wanted to scare us. They thought it was funny.