The document discusses diversity management principles including defining diversity, the business case for diversity, and strategies for inclusion. It provides an overview of key diversity elements, distinguishes diversity from equal employment opportunity/affirmative action, and discusses barriers to diversity as well as potential benefits of effective diversity programs. Specific strategies covered include recruitment alternatives, outreach efforts, mentoring, and professional development.
This document discusses diversity management. It defines diversity as differences between people that make them unique. It identifies sources of diversity such as age, gender, race, and education. There are three types of diversity: social category relating to demographics; informational relating to backgrounds; and value relating to personalities. Diversity in the workplace means similarities and differences in things like color, age, abilities. Challenges to managing diversity include valuing diversity, individual vs. group fairness, and resistance to change. Models of diversity include the human capital perspective focusing on skills and talents, and social justice perspective focusing on rights and opportunities. Barriers to diversity are prejudice, stereotyping, and discrimination. Benefits of diversity include easier recruiting and lower
This document discusses cultural diversity in the Caribbean. It begins by defining cultural diversity as the different cultures that exist in a society or region. The Caribbean is provided as an example of high cultural diversity due to influences from indigenous peoples, Europeans, Africans, East Indians, and Chinese. Cultural diversity in the Caribbean arose from the history of migration and settlement of these various ethnic groups for reasons like slavery, indentureship, and colonization. Examples of cultural differences highlighted include music, food, religion, celebrations, and other traditions. Positive aspects of cultural diversity mentioned are that it adds richness to the region and allows members to learn from each other.
The document discusses diversity management, outlining what it is, why it's important, and how organizations can approach it. It defines diversity and lists some common factors of diversity in the workplace. It then describes conventional approaches to diversity management and introduces a new comprehensive model that maps differences, identifies common ground, and integrates diversity into work systems. As an example, it outlines Microsoft Corporation's diversity and inclusion program, including its pillars, mission, vision, values, and some specific programs and initiatives to promote diversity.
Human Resource Development In A Cultrually Diverse EnvironmentAleeza Baig
This document discusses managing a culturally diverse workforce and the role of human resource development (HRD) programs. It covers topics like equal employment opportunity laws, affirmative action, diversity training, managing diversity, and cross-cultural education. The key points are that promoting diversity requires a long-term, strategic commitment from the top down using legal, moral, and business case arguments and coordinating HRD programs in areas like recruitment, training, and career development. While progress has been made, fully achieving diversity remains an ongoing challenge.
ABC had organised the monthly talk on Understanding Cross Cultural Perspectives in Training and Coaching by Shobha Naidu on 21st March 2013 @ Christ University
This document discusses test marketing and provides examples of its use. It begins with an introduction that defines test marketing as an experimental procedure conducted under realistic market conditions to test new products or marketing plans. It then provides details on 4 main types of consumer goods market testing: 1) sales wave research, 2) simulated test marketing, 3) controlled test marketing, and 4) test markets. Each method is described in 1-2 sentences. It also briefly discusses business goods market testing and mentions disadvantages of test marketing. Specific examples of test marketing McLobsters and products by Reliance Home Products are also referenced.
The survey analyzed the relationship between mental health outcomes and relationship status in over 8,000 gay and bisexual men. It found that single men reported higher rates of suicidal thoughts, loneliness, sadness, depression, and suicide attempts compared to partnered men. Partnered men had slightly higher rates of these mental health issues than men partnered with women. The results suggest that being in a relationship is associated with better mental health outcomes for gay and bisexual men.
In our first Workplace Diversity Report, Namely leveraged data representing over 1,000 mid-sized companies to check in on the current state of diversity and inclusion. The report's findings suggest there is still work to be done.
As both the architects and arbiters of of company culture, HR teams are uniquely positioned to tackle the issues described in this report. But where to begin? In our upcoming webinar, we'll dive even deeper into diversity and provide you with a clear list of action items. We’ll review our report's key findings and call on D&I experts to help frame the conversation.
In our discussion, we’ll:
- Dig into each of the key findings of the Workplace Diversity Report
- Provide deeper insights from industry experts on some of our most concerning discoveries
- Offer advice on how to set up initiatives and programs to improve D&I at your company
- And much more
This document discusses diversity management. It defines diversity as differences between people that make them unique. It identifies sources of diversity such as age, gender, race, and education. There are three types of diversity: social category relating to demographics; informational relating to backgrounds; and value relating to personalities. Diversity in the workplace means similarities and differences in things like color, age, abilities. Challenges to managing diversity include valuing diversity, individual vs. group fairness, and resistance to change. Models of diversity include the human capital perspective focusing on skills and talents, and social justice perspective focusing on rights and opportunities. Barriers to diversity are prejudice, stereotyping, and discrimination. Benefits of diversity include easier recruiting and lower
This document discusses cultural diversity in the Caribbean. It begins by defining cultural diversity as the different cultures that exist in a society or region. The Caribbean is provided as an example of high cultural diversity due to influences from indigenous peoples, Europeans, Africans, East Indians, and Chinese. Cultural diversity in the Caribbean arose from the history of migration and settlement of these various ethnic groups for reasons like slavery, indentureship, and colonization. Examples of cultural differences highlighted include music, food, religion, celebrations, and other traditions. Positive aspects of cultural diversity mentioned are that it adds richness to the region and allows members to learn from each other.
The document discusses diversity management, outlining what it is, why it's important, and how organizations can approach it. It defines diversity and lists some common factors of diversity in the workplace. It then describes conventional approaches to diversity management and introduces a new comprehensive model that maps differences, identifies common ground, and integrates diversity into work systems. As an example, it outlines Microsoft Corporation's diversity and inclusion program, including its pillars, mission, vision, values, and some specific programs and initiatives to promote diversity.
Human Resource Development In A Cultrually Diverse EnvironmentAleeza Baig
This document discusses managing a culturally diverse workforce and the role of human resource development (HRD) programs. It covers topics like equal employment opportunity laws, affirmative action, diversity training, managing diversity, and cross-cultural education. The key points are that promoting diversity requires a long-term, strategic commitment from the top down using legal, moral, and business case arguments and coordinating HRD programs in areas like recruitment, training, and career development. While progress has been made, fully achieving diversity remains an ongoing challenge.
ABC had organised the monthly talk on Understanding Cross Cultural Perspectives in Training and Coaching by Shobha Naidu on 21st March 2013 @ Christ University
This document discusses test marketing and provides examples of its use. It begins with an introduction that defines test marketing as an experimental procedure conducted under realistic market conditions to test new products or marketing plans. It then provides details on 4 main types of consumer goods market testing: 1) sales wave research, 2) simulated test marketing, 3) controlled test marketing, and 4) test markets. Each method is described in 1-2 sentences. It also briefly discusses business goods market testing and mentions disadvantages of test marketing. Specific examples of test marketing McLobsters and products by Reliance Home Products are also referenced.
The survey analyzed the relationship between mental health outcomes and relationship status in over 8,000 gay and bisexual men. It found that single men reported higher rates of suicidal thoughts, loneliness, sadness, depression, and suicide attempts compared to partnered men. Partnered men had slightly higher rates of these mental health issues than men partnered with women. The results suggest that being in a relationship is associated with better mental health outcomes for gay and bisexual men.
In our first Workplace Diversity Report, Namely leveraged data representing over 1,000 mid-sized companies to check in on the current state of diversity and inclusion. The report's findings suggest there is still work to be done.
As both the architects and arbiters of of company culture, HR teams are uniquely positioned to tackle the issues described in this report. But where to begin? In our upcoming webinar, we'll dive even deeper into diversity and provide you with a clear list of action items. We’ll review our report's key findings and call on D&I experts to help frame the conversation.
In our discussion, we’ll:
- Dig into each of the key findings of the Workplace Diversity Report
- Provide deeper insights from industry experts on some of our most concerning discoveries
- Offer advice on how to set up initiatives and programs to improve D&I at your company
- And much more
This document summarizes research on determinants of health for gay men. It discusses theories of minority stress and intersectionality and presents results from an online survey of over 8,600 gay and bisexual men in Canada. Key findings include higher rates of perceived discrimination, career impacts, mental health issues, and sexual health risks for those reporting workplace discrimination. Intersectional differences in these outcomes were also found based on factors like age, education, outness and body image. The research aims to understand how social determinants like workplace environments and policies can impact health for minority populations.
This document summarizes the results of a survey conducted by students at the University of Maryland on attitudes towards fitness, health, and athleticism. The survey found that most female students exercise regularly, with common motivations being health, appearance, and social pressures. While athleticism was seen as an attractive quality, some felt pressure from family and media to maintain their appearance. There were equal or more women's athletic teams than men's, but women's teams received less community support. Coaches did not respond to requests for comment on supporting women's athletics.
The Jury Perspective The Psychology Of Race And Gender In Discrimination CasesMelissa Gomez
The document discusses research on juror demographics and perspectives in discrimination cases. It finds that minorities and women are more sensitive to discrimination issues than white males. Additionally, people in general may be skeptical of discrimination accusations that do not align with their intuitions, such as accusations of a minority discriminating against their own race or a woman discriminating against another woman. However, people also understand that discrimination can be committed by anyone regardless of their own demographics.
The document contains demographic information collected from students enrolled in an online Master of Science in Nursing program. It includes tables that show the demographic breakdown of participants in terms of gender, age, ethnicity, marital status, employment, and other factors. It also contains the means and standard deviations of anxiety scores between an intervention group that participated in a social activity and a control group that did not, as measured by the Graduate Student Anxiety and Stress Scale. The study aims to understand anxiety levels of online students and determine if social interactions can help decrease anxiety.
The document summarizes key issues facing Black Ohioans based on interviews conducted by The Kirwan Institute. It finds that nearly 3 in 4 Black Ohioans live in neighborhoods with the lowest opportunity indicators related to education, economic mobility, housing, health, and public safety. Interviewees identified education as the top concern and suggested solution. The graduation rate for Black students has increased but remains below that of other groups. A strategic plan for Black Ohio should educate about linked community fates, build on community assets, and weave together opportunities across domains like education, health, employment, and housing.
The document discusses the underrepresentation of women scientists in Africa and strategies to address it. It notes that including more women scientists can make research more relevant and policy more responsive. However, women face institutional barriers and social challenges that limit their participation. Increasing women in science requires addressing both supply-side issues, like inclusive research practices, and demand-side issues, like ensuring women's voices are at the policy table. Tracking data on women scientists in Africa can help benchmark progress over time.
Making research relevant for policy and developmentDorine Odongo
The document discusses the need to increase the number of women scientists in order to make research and policy more relevant and sustainable. It notes that while women make up a large share of agricultural science students, they are underrepresented at higher levels of research careers. This gap is due to institutional and social challenges faced by women scientists. Increasing women's participation in science and policymaking can help make knowledge and policy more inclusive and responsive to diverse needs. Tracking data on women scientists in Africa through studies like the ASTI can help address these issues.
This document discusses findings from the Oregon Healthy Teens survey regarding differences in self-reported relational factors between LGB and heterosexual youth. It finds that LGB youth consistently report lower levels of belonging, independence, mastery, and generosity based on measures of self-concept, emotional health, safety, and sexual behaviors. The authors propose using the Circle of Courage framework to help schools develop more affirming environments to address challenges faced by LGB students.
Pathways to Success in a NACME PartnershipNAFCareerAcads
The document discusses NACME's mission to increase diversity in STEM fields by supporting African American, American Indian, and Latino students. It outlines NACME's goals of achieving workforce parity and connecting students along a continuum from high school programs to universities to careers. Survey results found that over half of NACME scholars planned to pursue a master's degree in engineering, many had internship experience, and about a third had attended community college.
This document discusses using data to help principals and schools improve. It explains that principals need to understand data to evaluate teachers and set student achievement goals. Schools now use annual measurable objectives instead of adequate yearly progress to measure growth. The document provides examples of Washington schools that improved student performance through data-driven initiatives and collaborative inquiry among teachers. It also lists resources available to help principals and teachers explore and use data to inform instruction.
Demographic & Economic Changes in Mecklenburg County, N.C.uipublicaffairs
Demographic changes in Mecklenburg County from 2000-2010 included population growth of 32.2%, aging of the population, increases in racial/ethnic minorities especially Hispanics, and shifts in family structure with declines in married couples and rises in single parents and unmarried partners. The recession from 2005-2010 impacted the county through rises in unemployment, poverty, and foreclosures. Issues for the community include an increasingly segregated school system, gaps in public services, and health disparities. Emerging industries like energy provide opportunities for economic growth.
The document outlines an agenda for the Geriatric Career Development Program for 2011-2012. It discusses the program overview including student demographics, goals, design, approach and outcomes. It also covers theories of multiple intelligences and Bloom's taxonomy that are applied in the program. Key points include that the program partners with local high schools and community organizations, and aims to provide certification and workforce training to help students enter careers in healthcare.
The document provides an overview of the challenges facing black males in the areas of economics, education, and family structure based on research data. It then discusses some community assets and strengths that can help address these challenges, such as the growth of black-owned businesses, political representation, coalitions between black and immigrant communities, and potential funders interested in supporting black male achievement initiatives.
2011 Edelman Trust Barometer: South Korea InsightsEdelman Korea
The 2011 Edelman Trust Barometer found that:
1) South Korea had the highest levels of trust in NGOs compared to other Asian countries and globally, but only half of South Koreans trusted the government and business.
2) South Koreans were more trusting of NGOs than business, unlike most other Asian countries surveyed where business was more trusted.
3) Along with companies headquartered in emerging markets, only Singapore and South Korea trusted companies headquartered in South Korea.
4) While a majority of South Koreans agreed with Milton Friedman's view that the role of business is to increase profits, nearly seven in ten also believed corporations need to align shareholder value creation
The document discusses aging population trends in Malaysia and employment patterns among older workers. It notes that Malaysia is expected to become an aged society by 2018. While the working age population is projected to increase, the young and old dependent populations will decline and rise respectively. The literature review found that age remains a barrier to training access and job loss has long-term employment impacts for older workers. The study aims to profile older employment and identify factors influencing workforce participation among those aged 60 and above.
This study aimed to determine if increased numbers of male counselors at a college counseling center would increase help-seeking among male students. Data from the past 4 years at a midwestern liberal arts college was analyzed using chi-square tests. The results found no significant correlation between the percentage of male clients and the percentage of male counselors. Limitations included small sample sizes and the study only involving one specific college culture. Future research utilizing larger data sets is needed to better understand factors influencing college men's willingness to seek counseling help.
This document discusses aging in the Black American population, including:
- Projections that the Black population will continue growing slowly but remain younger than the overall U.S. population.
- Geographic, health, income, and household characteristics of the Black population that may impact aging experiences.
- Implications for transportation including increased transit use, affordable housing and mobility options as driving declines.
- Recommendations like investing in pedestrian and bicycle infrastructure, coordinating services, and universal design to support aging in place.
This document discusses a survey on the fall of moral values among teenagers. The survey found that most respondents agreed that deteriorating moral values is a major factor in youth failure. The main causes of declining morality were identified as lack of parental guidance and peer pressure. Effects included addiction, immoral activities, and crime. Most respondents believed both males and females are at risk, with females being slightly less at risk. The vast majority of respondents saw declining morality as a serious problem that requires solutions.
U.S. Cultural Involvement and its Association with Co- Occurring Substance Ab...Elián Cabrera-Nguyen
This document summarizes a study that used latent class analysis to examine patterns of substance abuse and sexual risk behaviors among youth in the Dominican Republic and how these patterns relate to their involvement with US culture. The analysis identified three latent classes - a low risk class, a binge drinking and risky sex class, and a high risk class. Higher levels of US cultural involvement, such as having friends who lived in the US, were associated with greater odds of being in the high risk class. The findings suggest that aspects of US culture may increase health risks for Latino youth both in the US and abroad.
This document discusses using data to improve schools. It provides examples of how two principals, Dr. Baxter and Mr. Vetter, used data to better understand their schools. At Ferrucci Junior High, Dr. Baxter and her team analyzed test scores and enrollment data to see which groups were underperforming. They found low-income students and Hispanic students scored lower. At Glacier View Junior High, Mr. Vetter's team used teacher and student surveys alongside test data. This revealed teachers had false assumptions about students' literacy that were contradicted by the data. Both schools were able to make positive changes by collaboratively analyzing multiple data sources. The document emphasizes the importance of collaboration and using data to inform instruction and
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
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3. Overview
Define Diversity and Diversity Management
EEO vice Diversity
Business Case for Diversity Management
Barriers for Diversity
Strategies for Inclusion
5. Elements of Diversity
Income
Age
Education
Gender
Ethnicity
Marital Status
Race
Religious Beliefs
Physical Ability Geographic
Sexual Orientation Location
Physical Parental Status
Characteristics Personality Type
7. Diversity vice EEO/AA
EEO - Laws that guarantee all people the right to apply
and be evaluated for employment, regardless of their
race, color, sex, national origin, religion, age, or disability.
Affirmative Action - Workforce profile improvement
through recruiting, retention, and promotions
Diversity – Represents the unique values, culture and
characteristics of all individuals; includes everyone.
10. Principles of
Diversity Management
Establish a business strategy for effectively
managing a diverse workforce
Create a positive work environment
Promote personal and professional
development
Empower all people to reach their full potential
Attract talent that reflects America
Remove barriers that hinder progress
11. Potential Benefits of an Effective
Diversity Management Program
Improve organizational performance
Help prevent unlawful discrimination or
harassment incidents
Improve workplace relations
Build more effective work teams
Improve organizational problem solving
Improve customer service
Enhanced recruitment efforts
13. “By 2050, the U.S. population is expected to
increase by 50% and minority groups will make
up nearly half of the population…. The population
of older Americans is expected to more than
double. One-quarter of all Americans will be of
Hispanic origin…. More women and people with
disabilities will be on the job.”
U.S. Department of Labor, Futurework: Trends and
Challenges
for Work in the 21st Century. Washington, D.D. (Labor Day
1999).
14. Changes in Demographics Create
Tension
Tension challenges our conditioning and
perceptions about the nature of things
Tension creates both dangers and
opportunities
15. NESDIS Workforce Analysis by Race & National Origin
90.00%
80.00%
70.00%
60.00%
Percentage in Workforce
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
White Black Hispanic Asian Amer. Indian
Nat'l CLF - Sci, Eng, & Comp 78.88% 5.41% 4.28% 11.10% 0.33%
NESDIS - Sci, Eng, & Comp 83.05% 8.80% 1.29% 6.87% 0.00%
Nat'l CLF - All Positions 73.98% 10.67% 10.87% 3.81% 0.66%
NESDIS - All Positions 77.82% 16.13% 1.78% 4.15% 0.12%
18. What are the barriers in the
organization that prevent a
more balanced workforce?
19. Possible Barriers
Limiting area of consideration
Lack of diverse applicant pool in STEM positions
Lack of diversity at the senior ranks
Categorizing people into certain positions
Always recruiting from same source
Grooming/developing only one person
Pre-selection
21. The Value of Mentoring
Without regard to race, gender, religion,
national origin ….
Inconvenience yourself to show someone
else the way
Unleash someone else’s potential
22. Recruitment Alternatives
Entry level – Upward Mobility Positions
Bridge Positions
Special Appointing Authorities
Schedule A for severe disabilities
Veterans Readjustment Appointment
Outstanding Scholar
Student Employment Programs
23. Outreach Efforts
Minority Serving Institutions (MSI) Program
Cooperative Science Centers
Undergraduate & Graduate Science Programs
Environmental Entrepreneurship Program
Educational Outreach
Bring Your Child to Work Day
Community and Civic organizations
24. Professional Development
Identify training and development needs for
all employees
Utilize Individual Development Plans
Rotational & Developmental Assignments
Rotate “acting” supervisor
25. Mind Your Business
at the Workplace
You don’t have to endorse what you
have to tolerate to create respectful
workplace to get the job done.
26. If values clash, we can . . .
Celebrate
Tolerate
But not discriminate
27. Summary
Diversity management is about full utilization
of people with different backgrounds and
experiences.
Effective diversity management strategy has
a positive effect on cost reduction, creativity,
problem solving, and organizational flexibility.
29. If we could shrink the earth's population to a village of
precisely 100 people, with all the existing human ratios
remaining the same, it would look like this. There would be:
61 Asians 11 would be homosexual
12 Europeans 6 people would possess
14 from the Western 59% of the entire world's
Hemisphere, both north and wealth and all 6 would be
south from the United States
13 Africans 80 would live in substandard
housing
50 would be female
14 would be unable to read
50 would be male
74 would be nonwhite
33 would die of famine
26 would be white
1 would be near death;
67 would be non-Christian
1 would be near birth
7 would have a college
33 would be Christian
education
89 would be heterosexual 8 would own a computer
Editor's Notes
DIVERSITY: WHAT THINGS COME TO MIND? LISTING
- Primary elements-- things we cannot control - Secondary elements -- things we have some control EVERYONE IS INCLUDED IN THESE ELEMENTS/DEFINITION
--MAKE SURE THERE IS A CLEAR UNDERSTANDING OF THESE TERMS (OFTEN USED INTERCHANGEABLY) - EEO - laws that guarantee all people have an equal shot at employment benefits - AA - based on laws/regs that encourage (and sometimes require) workforce profile improvements - Diversity - uniqueness of all individuals and includes everyone
Improved understanding of those you work for, with, and around CUSTOMERS Cohesive Atmosphere / Enhanced Teamwork / Higher Morale Increased Efficiency / Quality / Productivity Removal of barriers keeping you from achieving your goals.
If Federal agencies want to be successful in today’s world they must recognize and use diversity to their advantage. Agencies must recruit among the full spectrum of the labor market and understand that diversity offers a variety of view approaches, and actions for an agency to use in strategic planning, problem solving, and decision making.
End with 100 people- If we could shrink the earth’s population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this. There would be: - 57 Asians - 21 Europeans - 14 from the Western Hemisphere, both north and south - 8 Africans - 52 would be female - 48 would be male - 70 would be nonwhite - 30 would be white - 89 would be heterosexual - 11 would be homosexual - 6 people would possess 59% of the entire world’s wealth and all 6 would be from the United States - 80 would live in substandard housing - 70 would be unable to read - 50 would suffer from malnutrition - 1 would be near death - 1 would have a college education - 1 would would be near birth - 1 would own a computer