Building Diversity Into The Methods Of Collaboration
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The document discusses how to build diversity into collaborative methods. It suggests thinking collaboratively by recognizing interdependence and managing differences jointly. It also recommends looking for the system by identifying interacting elements, segmenting stakeholders by factors like affiliations, and analyzing each segment's perceptions. Highlighting what each stakeholder gains can increase diversity and collaboration.
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CESC-PPT-7A.pptx
The document discusses empowerment and advocacy in community development, defining empowerment as a process where people gain greater access and control over resources. It explains that empowerment and advocacy aim to shift power towards marginalized groups and lists elements of empowerment like personal action, small interest groups, community organizations, partnerships, and social/political action. The document also defines advocacy and discusses forms like self-advocacy, peer advocacy, citizen advocacy, and professional advocacy.
Community participation issues
This document outlines the role of community participation in public health. It defines key terms like civil society and community. A community is a group sharing beliefs and understanding. Community participation is defined by WHO as enabling people to be actively involved in issues affecting their lives. Benefits include education, advocacy, mobilizing resources, and problem identification. Barriers include lack of control and issues being non-goal oriented. Recommendations are to represent public interests in policy, ensure equitable resource allocation, and leverage existing community institutions like religious groups and schools.
Who is a Social Entrepreneur and their traits. pptx
Social entrepreneurs display key traits including social acumen, leadership, innovation, resourcefulness, sustainability, collaboration, and creating social impact. Social acumen involves strong communication, emotional intelligence, cultural competence, social awareness, and relationship building. Leadership in social entrepreneurship follows a servant leader model where the leader focuses on serving others and facilitating goal accomplishment through empowering their team. Innovation, planning, and optimizing available resources are also important qualities for social entrepreneurs as they work to address social issues in a sustainable manner through collaboration and networks. Regular evaluation and impact measurement ensures social entrepreneurs are accountable and can incorporate feedback to improve their work.
Community-Based Participatory Approaches: Coalition Building in Real Communities
Community-Based Participatory Approaches: Coalition Building in Real CommunitiesVDH, Office of Minority Health and Public Health Policy
Presentation by Amy Paulson at the 2009 Virginia Health Equity Conference. Explores and explains the community-based participatory approach with focus on application of theory in “real communities with real people”. The use of coalitions in community-based participatory approaches will be discussed. Explains the challenges and benefits of coalition building was they relate to moving from theory to practice, as well as the impact of individual and community factors on coalition building.Evaluating Charities to Align with Social Vision
The document discusses benchmarks for evaluating highly effective charities. It outlines key areas to evaluate such as governance and leadership, administrative operations, financial management, community engagement, and program implementation. Specific questions are provided under each area to help assess the charity's effectiveness, including composition of the board, financial policies, community relationships, and ability to measure social impact. The document also provides resources for learning more about strategic philanthropy and how to integrate it with wealth management.
Ethnolinguistics, Diversity, And Social Justice
The document discusses the importance of diversity in the workplace. It defines diversity as including differences in age, ethnicity, gender, abilities, race, orientation, education and other attributes. A diverse workforce brings a variety of ideas and experiences, which can lead to innovative solutions and improved adaptability. Managing diversity effectively helps companies attract and retain the best talent, improve customer relations, and enhance business outcomes and competitiveness. However, poor management of diversity can create communication barriers and cultural resistance among employees.
Local organisation
1. The document discusses the definition, types, structures, and theories of organizations. It defines an organization as a group of people working together towards a common goal.
2. There are different types of organizations including formal hierarchical organizations, informal organizations, voluntary associations, and hybrid public-private organizations.
3. Common organizational structures include hierarchies, matrices, committees, and ecologies. Theories of organizations come from various disciplines like sociology, economics, and management.
Collective Impact at Work : A Preliminary Assessment of a Midwestern Universi...
Collective Impact at Work : A Preliminary Assessment of a Midwestern Universi...Community Development Society
A presentation from Wilson Majee, Ph.D, MPH, from the University of Missouri, suggests a model for community health & wellness that seeks to bridge the poverty gap by making resources at a university available to those within the community.Stigma Of Diversity In Our Society
The document discusses the importance of diversity and managing diversity in organizations. It states that as the American workforce becomes more diverse, organizations must adapt to this changing environment. The document then discusses the growing importance of workplace diversity, the benefits of a diverse workforce, methods for increasing diversity, and strategies for effectively managing a diverse workforce. It emphasizes that diversity fosters creativity, innovation, and a better understanding of markets to help organizations succeed.
Diversity & InclusionDr. Evette Hyder-DavisNorthern Virg.docx
Diversity & Inclusion
Dr. Evette Hyder-Davis
Northern Virginia Community College
1
Workplace…
Diversity is often about equal representation but without inclusion there is likely no business or organizational growth.
2
…diversity equals representation?
...without inclusion
NO BUSINESS or ORGANIZATION GROWTH
What is diversity & Inclusion
Diversity…the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.”
Alexandra Verhein
Diversity is anything that sets one individual apart from another. It is the full deployment of “variety of resources” for better outcomes that benefit everyone. (Knowledge Leader Editor)
3
…variety of differences between individual in an organization
…how individuals identify themselves and how others perceive them
…race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service, mental and physical condition
4
Diversity is about…
“different ideas, backgrounds, and opinions in the mix when making decisions”
Diversity is about…
“developing and generating new ideas and solutions to our internal challenges”
Diversity is about…
“encouraging variety of thought, embracing new ideas and creating a culture that fosters innovation by valuing these differences”
…compliance is reactive and transactional…diversity is proactive and transformational
…tolerance and sensitivity which come from a lack of leadership or a dysfunctional culture
5
Diversity is not about...
“Compliance”
Diversity is not about…
“tolerance or sensitivity”
Diversity is not about
“special treatment for certain groups of people”
What is diversity & Inclusion
INQUIRY
”What action is my organization taking to foster an inclusive work culture where uniqueness of beliefs, backgrounds, talents, capabilities, and ways of living are welcomed and leveraged for learning and informing better business decisions?
“Moving from Diversity to Inclusion” by T. Hudson Jordan
6
…bringing together and harnessing diverse forces and resources in a way that is beneficial
…creating an environment of involvement, respect, and connection – where the richness of ideas, backgrounds, and perspectives are harnessed to create business value
…participatory decision-making and equitable access provided to all
What are the benefits of diversity in the workplace…
7
expands the talent pool
more creative new ideas and perspectives
better understand targeted demographics
better align an organizations culture with the demographic make up of America
increase customer satisfaction by improving how employees interact with a diverse clientele and public
Zero tolerance
Employees, supervisor, & Managers
Create a zero tolerance policy…to be communicated by the President and Associate VP of Human Resources. Determine how the policy will be communica ...
Building A Healthier Community
Subtitled "What can we do to make and keep our community healthy, strong, and vibrant", this 4-session guide was developed as a collaboration between The Coalition for Healthier Cities and Communities and Everyday Democracy. The term “healthy community” can mean many things to many people: jobs, schools, clean water and air, basic health services, recreation, celebrations.
Diversity progam
In the last decade or so, I have progressively noticed, studied and discovered that diversity in groups/organisations/social systems and dealing with the complexity of it as well as channelizing its potential is one of the greatest challenges of our times.
My work over the years in he field shows that the emotional competence and skills to deal with this challenge is far behind intellectual and philosophical understanding of this reality. And what we often find are experiences of exclusion, marginalisation, disempowerment, underutilisation of potential of people and loss of productivity.
I am offering a new programme “Leveraging Diversity for Building powerful Organisations: Utilising People’s Fullest Potential’’.
This programme is specially designed to develop the capabilities for the same amongst mangers, leaders, Human Resource professionals and other critical people who can make a difference. It is planned to fill the gap between the reality, concepts, values and emotional readiness.
Please write to me at umajain53@gmail.com or saharth@gmail.com for a brochure with more details.
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Building Diversity Into The Methods Of Collaboration
- 1. Building Diversity into the Methods of Collaboration Susan L. Triggs, RN, MPH Health Equity Specialist Virginia Department of Health Office of Minority Health and Public Health Policy
- 9. How do we make diversity appear? Looking for the system. (cont.)
- 14. How do we make diversity appear? What’s in it for each stakeholder? (cont.)
- 24. QUESTIONS
Editor's Notes
- Ask participants what the quotes mean to them. Use flip chart
- Ask participants what the quotes mean to them. Use flip chart
- Ask participants what the quotes mean to them. Use flip chart
- Force Field Analysis: Understanding the pressures for and against change Describe your plan or proposal for change in the middle. List all forces for change in left column, and all forces against change in right column. Assign a score to each force, from 1 (weak) to 5 (strong). Next steps in Force Field Analysis Reduce the strength of the forces opposing a project, or Increase the forces pushing a project
- Stress the importance of inclusion of community members, informal leaders, and other grassroots people. So many collaborations end up being about service providers decided what's best for the people and the best way to give it to them. Equal participation is critical (and takes more time).
- Don't forget about increased capacity Your last bullet isn't complete. Somewhere, talk about the importance of the professionals actively giving up power to the grassroots people to ensure participation and capacity building.
- Mission, Vision, and Strategy: Governance and Leadership: Program Delivery and Impact: Strategic relationships, finance, and internal operations and management are all necessary mechanisms to achieve the organization's ends. Strategic Relationships: Finance: Internal Operations and Management:
- *Also discuss the importance of finding committed people in the community, who may be harder to find.