Diverse Voices Bateman Classroom PowerPoint
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This document discusses diversity and inclusion in public relations and communications. It provides statistics showing the current racial demographics of the public relations field, which is dominated by white professionals. It notes that diverse teams outperform non-diverse teams by 35% according to a McKinsey report. The document encourages ways to promote diversity and inclusion in the workplace, such as allowing time off for cultural holidays and having a diverse workforce where all employees feel included.
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The document discusses priority components for choosing youth development strategies, including engaging youth at all levels of programs, providing additional funding for youth programming, and creating greater collaborations among programs. It also stresses the need for training people who work in youth programming and having a marketing plan that appeals to both youth and families. While social media is mentioned, the document focuses on best practices for youth development.
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- What has worked for successful social media fundraising, such as during high-profile disasters or presidential campaigns.
- How social media can engage younger donors and will likely play a greater role in fundraising over time.
- Trends in social media use, including that women are more likely than men to engage with nonprofit causes via social media.
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- Thought leader articles on why diversity and inclusion are important for business success and valuing LGBT talent and their allies.
- News from across Publicis Groupe including sponsoring a career conference and a session on diversity and innovation hosted by SapientNitro.
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Running head DIVERSITY PLAN .docx
Running head: DIVERSITY PLAN 1
DIVERSITY PLAN 6
Diversity Plan
Student’s Name: John Blair
Institution Affiliation Rasmussen College
Report to CEO
Diversity is a common feature that exists in most organizations. It is a characteristic that increases its prevalence as a company grows regarding hiring more members of its human resource workforce. Diversity also increases when a firm grows out of its current geographical scope. It is an unavoidable occurrence in every growing organization and therefore, it is crucial for managers and CEO's to understand the importance of learning how to control the effects of diversity in their companies. When diversity is not managed adequately, it can cause adverse effects which may lead to the failure of an institution. This report offers insight on cultural diversity which one of the most prevalent types of diversity in firms. It also illustrates a plan on how to control the adverse effects of cultural diversity.
Cultural diversity in the workplace
Culture refers to a person's way of life. It encompasses an individual's heritage based on social patterns, acceptable behavior, beliefs, values, customs, norms, and attitude. All people have different cultures, and therefore cultural diversity is a standard feature. Even though people may come from the same home town, their culture may be different depending on how they were raised (Lambert, 2016). This phenomenon explains the existence of differences in personal cultures. This situation causes challenging situations in the workplace since the human resource managers of growing companies hire individuals from different regions. Cultural background is rarely considered while hiring employees into a company. The recruitment team in a firm considers the skills that a person has and the services that the worker can offer to the organization (Lambert, 2016). Therefore, the employees in most companies are from very diverse cultures. In some cases, this situation leads to conflicts between the workers.
Importance of diversity planning
Diversity planning refers to organizing ways in which people from different cultural backgrounds in the organization can unite and work to achieve a common organizational goal. It is crucial for a company to develop diversity planning to ensure that their workers are all committed to achieving common objectives of their firm. Diversity planning allows employees to share ideas that are instrumental in enhancing business processes in an organization (Price, & Nelson, 2018). Employees grow significantly when they are exposed to a variety of cultures. Therefore, diversity planning enables employees to gain much personal social growth effectively. Some of the workers can discover untapped talents and make use of .
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Diversity and inclusion in the workplace leads to improved business outcomes. Companies with diverse executive teams are more profitable - those with gender diverse teams are 33% more likely to outperform, and those with ethnically/culturally diverse teams are 21% more likely. However, organizations often fail to implement diversity initiatives effectively and sustain them over time. To ensure diversity and inclusion, companies must define their goals, develop mentoring programs, address unconscious biases, empower learning, and take measurable steps like auditing their spaces and policies. Sustaining initiatives requires ongoing efforts like community involvement and taking stands on important issues.
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The survey found inconsistencies in how PR professionals define and discuss diversity, equity, and inclusion (DEI). While most agreed language influences workplace culture, over half were uncomfortable with their organization's DEI language and definitions. Common terms like "diversity" and "inclusion" were confused. Few organizations formally define and publicly share DEI definitions. The report provides standardized definitions and suggests organizations clearly define and regularly update DEI language to improve discussions and initiatives.
BUS 303 Diversity and Leveraging Difference WorksheetCreate a WO
BUS 303 Diversity and Leveraging Difference Worksheet
Create a WORD document and upload to the Black Board drop box under this week.
Step One:
After reading the article from Forbes Insight Global Diversity and Inclusion Fostering Innovation Through A Diverse Workforce answer the following questions. (Article File on Black Board under Week Twelve)
Question One: The Forbes Insight article presented two aspects of value related to diversity.
Describe each concept in your own words. Explain how each aspect of diversity is important to the success of a company.
Question Two: The Forbes Insight article concluded that progress has been made however barriers still exist.
According to the article, what are the areas that companies have done the best and progress has been made?
According to the article, what are the areas that there can be improvement?
Step Two:
Watch the video The End of Diversity: How Leaders Make Differences Really Matter
The video is assigned to assist you in completing this week’s assignment worksheet.
Topic: Diversity and Leveraging Differences
Author/Creator: Dr. Martin Davidson University of Virginia Darden School of Business
Watch only 10 minutes and 10 seconds. https://www.youtube.com/watch?v=Kp-G34ZnsPI
Step Three: Complete the worksheet on the second page of this assignment.
Directions: Fill in the chart (chart on next page). Either type in information or print out a copy of the page of the chart and fill in by hand. Upload the document or an image of the page to the drop box.
Comments from Dr. King about completing the chart:
It is acceptable to fill in the chart in the first two columns word for word what Dr. Davidson presents in the video related to the contrasting models of Managing Diversity and Leveraging Difference.
The third column will be in your own words. Describe what do you think would be the biggest challenge that company or organization would face in implementing this aspect of the leveraging difference model? Answer for each of the categories: Leadership Perspective, Strategic Focus, Scope of Difference Engaged, and Impact. A short sentence(s), bullet point phrases, or a paragraph are good for answering this section.
Leveraging Difference Worksheet
Managing Diversity Focus
Leveraging Difference Focus
In your own words…. What do you think would be the biggest challenge that company or organization would face in implementing this aspect of the Leveraging Difference model? (at least 25 words)
Leadership
Perspective
Strategic Focus
Scope of Difference Engaged
Impact
in association with:
Global Diversity anD inclusion
Fostering Innovation Through
a Diverse Workforce
2
Key Findings 3
Methodology 4
Diversity and Inclusion: A Formula for Success 4
Diversity Is a Key Driver of Innovation 5
A Diverse Workforce Attracts Top Talent 7
Diversity and Inclusion Efforts Are a Given 11
Diversity Goals and Priorities 13
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The Language of Diversity
A report on how communication leaders are defining and discussing diversity, equity, and inclusion in organizations
The Language of Diversity Report
The survey found inconsistencies in how PR professionals define and discuss diversity, equity, and inclusion (DEI). While most agreed language influences workplace culture and power dynamics, definitions of core DEI terms like diversity, equity, and inclusion varied widely. Few organizations provided formal definitions or updated them regularly. Race, sex and ethnicity were top diversity priorities for most, but definitions of other identities like neurodiversity were unclear. Respondents felt organizations publicly support DEI more than implementing meaningful internal actions or societal impact. Standardizing DEI language industry-wide could help organizations more effectively discuss and advance these issues.
The Language of Diversity
The survey of 393 communications professionals found inconsistencies in how diversity, equity, and inclusion (DEI) terms are defined within organizations. While most agreed that language influences power dynamics and definitions should be discussed, over half were not comfortable with their organization's DEI language. Definitions provided for common terms like diversity, equity, and inclusion were often inaccurate or incomplete. Additionally, organizations were more likely to publicly commit to DEI than implement meaningful internal actions or societal change. The report provides suggested definitions for key DEI terms and highlights the need for standardization and regular updates to support effective DEI initiatives.
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- Thought leader articles on why diversity and inclusion are important for business success and valuing LGBT talent and their allies.
- News from across Publicis Groupe including sponsoring a career conference and a session on diversity and innovation hosted by SapientNitro.
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The survey found inconsistencies in how PR professionals define diversity, equity, and inclusion terms. Less than half felt their organizations clearly explained the importance of language used to discuss DEI. Definitions provided for key terms like diversity, equity, inclusion, and social justice varied widely. While most organizations express public commitment to DEI, fewer take meaningful internal actions or work to advance social justice. The language used to discuss DEI shapes workplace culture and perceptions of equity, so consistent, well-defined terms are needed.
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Running head DIVERSITY PLAN .docx
Running head: DIVERSITY PLAN 1
DIVERSITY PLAN 6
Diversity Plan
Student’s Name: John Blair
Institution Affiliation Rasmussen College
Report to CEO
Diversity is a common feature that exists in most organizations. It is a characteristic that increases its prevalence as a company grows regarding hiring more members of its human resource workforce. Diversity also increases when a firm grows out of its current geographical scope. It is an unavoidable occurrence in every growing organization and therefore, it is crucial for managers and CEO's to understand the importance of learning how to control the effects of diversity in their companies. When diversity is not managed adequately, it can cause adverse effects which may lead to the failure of an institution. This report offers insight on cultural diversity which one of the most prevalent types of diversity in firms. It also illustrates a plan on how to control the adverse effects of cultural diversity.
Cultural diversity in the workplace
Culture refers to a person's way of life. It encompasses an individual's heritage based on social patterns, acceptable behavior, beliefs, values, customs, norms, and attitude. All people have different cultures, and therefore cultural diversity is a standard feature. Even though people may come from the same home town, their culture may be different depending on how they were raised (Lambert, 2016). This phenomenon explains the existence of differences in personal cultures. This situation causes challenging situations in the workplace since the human resource managers of growing companies hire individuals from different regions. Cultural background is rarely considered while hiring employees into a company. The recruitment team in a firm considers the skills that a person has and the services that the worker can offer to the organization (Lambert, 2016). Therefore, the employees in most companies are from very diverse cultures. In some cases, this situation leads to conflicts between the workers.
Importance of diversity planning
Diversity planning refers to organizing ways in which people from different cultural backgrounds in the organization can unite and work to achieve a common organizational goal. It is crucial for a company to develop diversity planning to ensure that their workers are all committed to achieving common objectives of their firm. Diversity planning allows employees to share ideas that are instrumental in enhancing business processes in an organization (Price, & Nelson, 2018). Employees grow significantly when they are exposed to a variety of cultures. Therefore, diversity planning enables employees to gain much personal social growth effectively. Some of the workers can discover untapped talents and make use of .
Diversity And Its Impact In An Organization
Diversity and inclusion in the workplace leads to improved business outcomes. Companies with diverse executive teams are more profitable - those with gender diverse teams are 33% more likely to outperform, and those with ethnically/culturally diverse teams are 21% more likely. However, organizations often fail to implement diversity initiatives effectively and sustain them over time. To ensure diversity and inclusion, companies must define their goals, develop mentoring programs, address unconscious biases, empower learning, and take measurable steps like auditing their spaces and policies. Sustaining initiatives requires ongoing efforts like community involvement and taking stands on important issues.
The Language of Diversity: A Report on How Communication Leaders are Defining...
The survey found inconsistencies in how PR professionals define and discuss diversity, equity, and inclusion (DEI). While most agreed language influences workplace culture, over half were uncomfortable with their organization's DEI language and definitions. Common terms like "diversity" and "inclusion" were confused. Few organizations formally define and publicly share DEI definitions. The report provides standardized definitions and suggests organizations clearly define and regularly update DEI language to improve discussions and initiatives.
BUS 303 Diversity and Leveraging Difference WorksheetCreate a WO
BUS 303 Diversity and Leveraging Difference Worksheet
Create a WORD document and upload to the Black Board drop box under this week.
Step One:
After reading the article from Forbes Insight Global Diversity and Inclusion Fostering Innovation Through A Diverse Workforce answer the following questions. (Article File on Black Board under Week Twelve)
Question One: The Forbes Insight article presented two aspects of value related to diversity.
Describe each concept in your own words. Explain how each aspect of diversity is important to the success of a company.
Question Two: The Forbes Insight article concluded that progress has been made however barriers still exist.
According to the article, what are the areas that companies have done the best and progress has been made?
According to the article, what are the areas that there can be improvement?
Step Two:
Watch the video The End of Diversity: How Leaders Make Differences Really Matter
The video is assigned to assist you in completing this week’s assignment worksheet.
Topic: Diversity and Leveraging Differences
Author/Creator: Dr. Martin Davidson University of Virginia Darden School of Business
Watch only 10 minutes and 10 seconds. https://www.youtube.com/watch?v=Kp-G34ZnsPI
Step Three: Complete the worksheet on the second page of this assignment.
Directions: Fill in the chart (chart on next page). Either type in information or print out a copy of the page of the chart and fill in by hand. Upload the document or an image of the page to the drop box.
Comments from Dr. King about completing the chart:
It is acceptable to fill in the chart in the first two columns word for word what Dr. Davidson presents in the video related to the contrasting models of Managing Diversity and Leveraging Difference.
The third column will be in your own words. Describe what do you think would be the biggest challenge that company or organization would face in implementing this aspect of the leveraging difference model? Answer for each of the categories: Leadership Perspective, Strategic Focus, Scope of Difference Engaged, and Impact. A short sentence(s), bullet point phrases, or a paragraph are good for answering this section.
Leveraging Difference Worksheet
Managing Diversity Focus
Leveraging Difference Focus
In your own words…. What do you think would be the biggest challenge that company or organization would face in implementing this aspect of the Leveraging Difference model? (at least 25 words)
Leadership
Perspective
Strategic Focus
Scope of Difference Engaged
Impact
in association with:
Global Diversity anD inclusion
Fostering Innovation Through
a Diverse Workforce
2
Key Findings 3
Methodology 4
Diversity and Inclusion: A Formula for Success 4
Diversity Is a Key Driver of Innovation 5
A Diverse Workforce Attracts Top Talent 7
Diversity and Inclusion Efforts Are a Given 11
Diversity Goals and Priorities 13
The Buck Stops ...
Social Media Master Class
The document outlines an agenda for a workshop on effective social media strategy and tactics for networked nonprofits. The morning session will focus on developing an integrated social media strategy and assessing how online networks have impacted organizations. The afternoon includes mini-workshops on developing content and measurement strategies for specific channels like Facebook and Twitter. Attendees will leave with directions for creating an integrated social media strategy and tips for platforms like Facebook and Twitter.
The Language of Diversity
A report on how communication leaders are defining and discussing diversity, equity, and inclusion in organizations
The Language of Diversity Report
The survey found inconsistencies in how PR professionals define and discuss diversity, equity, and inclusion (DEI). While most agreed language influences workplace culture and power dynamics, definitions of core DEI terms like diversity, equity, and inclusion varied widely. Few organizations provided formal definitions or updated them regularly. Race, sex and ethnicity were top diversity priorities for most, but definitions of other identities like neurodiversity were unclear. Respondents felt organizations publicly support DEI more than implementing meaningful internal actions or societal impact. Standardizing DEI language industry-wide could help organizations more effectively discuss and advance these issues.
The Language of Diversity
The survey of 393 communications professionals found inconsistencies in how diversity, equity, and inclusion (DEI) terms are defined within organizations. While most agreed that language influences power dynamics and definitions should be discussed, over half were not comfortable with their organization's DEI language. Definitions provided for common terms like diversity, equity, and inclusion were often inaccurate or incomplete. Additionally, organizations were more likely to publicly commit to DEI than implement meaningful internal actions or societal change. The report provides suggested definitions for key DEI terms and highlights the need for standardization and regular updates to support effective DEI initiatives.
Fellows annotated
The document discusses public engagement with research and provides guidance on how to effectively plan engagement activities. It emphasizes that engagement should be a two-way process with clear goals of mutual benefit. It outlines key questions to consider around the reasons for engagement, intended audiences, engagement methods, partners, and evaluating success. Planning engagement requires defining objectives and intended outcomes, identifying relevant stakeholders, selecting appropriate engagement formats, considering resources and support, and developing ways to capture impact. The overall message is that a systematic approach to engagement planning is important to ensure activities are well-designed and impactful.
Pathways to Impact and Public Engagement
The document discusses public engagement with research and provides guidance on how to effectively engage with external groups. It emphasizes that engagement is a two-way process that should generate mutual benefit. It outlines key questions to consider when planning an engagement activity, including why engage, who is the target audience, how to conduct the engagement, and how to define and measure success. The goal is to take a stepwise approach to engagement in order to ensure it is a powerful and worthwhile experience for both researchers and participants.
Managing Diversity at Workplace
The document discusses diversity and managing diversity in the workplace. It defines diversity as individual acceptance and respect of differences. It lists various elements of diversity including age, gender, ethnicity, and provides ways to incorporate diversity such as recruiting from diverse talent pools. Managing diversity is defined as planning and implementing practices to maximize the advantages of diversity. The benefits of diversity in the workplace include improved customer service, employee morale, and creativity. Challenges of ignoring diversity include conflicts and loss of productivity.
Martin Waxman Loyalist PR Social Media presentation march 2011
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This document provides a social media strategy guide for nonprofits. It emphasizes the importance of listening on social media to understand audiences and identify influencers. The guide recommends having a clear vision and goals for social media use, focusing initially on Facebook and Twitter to build an online presence and engagement. It also stresses creating SMART objectives to track progress and evaluate the strategy over time. The overall message is that social media requires intentionality, resources, and an understanding of its potential to further an organization's mission.
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
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Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
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Chapter 4
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Chapter 6
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Text Books:
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2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
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His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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"Learn about all the ways Walmart supports nonprofit organizations.
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Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
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Diverse Voices Bateman Classroom PowerPoint
- 1. Communications Diverse Voices: The Changing Face of Public Relations and
- 3. What is Public Relations? “Public relations is a strategic communication process that builds mutually beneficial relationships between organizations and their publics.”
- 4. Why does it matter?
- 5. What can you do with a career in public relations/communications?
- 6. What skills are most useful in this field? Writing Communication Storytelling
- 7. Why is diversity and inclusion important? “A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” — Sundar Pichai, CEO of Google
- 8. The Numbers by Race 86.8% 10% 7.1% Identify as White Identify as Hispanic/Latino Identify as Black/African-American 4.9% Identify as Asian2018 U.S. Bureau of Labor
- 9. Diverse teams non-diverse teams by 35% outperform McKinsey Report
- 10. Who benefits from D&I? Everyone.
- 11. How can we encourage D&I in the workplace?
- 12. How to tell if an employer cares about D&I: 1. Allows time off for cultural holidays 2. Has company-wide diversity initiatives 3. Has a culturally diverse workforce 4. Celebrates differences, you are included, and encouraged to be yourself.
- 14. @diversevoicessj @diversevoicessjsu @diversevoicessjsu Follow us on social diversevoicessjsu.com