What is tokenism_.pptx
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Diversity And Inclusion Analysis
This document discusses the importance of diversity and inclusion in the workplace. It explains that as organizations incorporate the ideas and perspectives of their diverse employees, it benefits both the employees and the organization. The document advocates moving beyond considerations of race, sex and gender, and focusing more on individuals' human aspects like thoughts, feelings and emotions. It suggests that inclusion allows organizations to view things differently than in the past by taking a more holistic view of their diverse workforce.
Tapping into the power of diversity
I was really excited to be taking part in Procurious' Big Ideas Summit 2018. As a senior professional in Strategic Sourcing and Vendor Management, it was not only an opportunity to meet with some of Europe's top thought leaders in procurement but also a great honor to share the floor with such inspiring speakers trying to figure out procurement and supply chain future.
The discussions were very dense and meaningful and I was thrilled to deliver a presentation on a topic that is very close to my heart: #inclusionoverdiversity. Here is the supporting document to give an insight.
Cultural Diversity And Equality
“Our ability to reach unity in diversity will be the beauty and the test of our civilisation” - Mahatma Gandhi
Omesh Jethwani, Government Projects & Programs Manager interviewed Ian Bridger, Director of Across Culture on the importance of adopting and embracing cultural diversity and equality.
SOCW 6520 WK 7 responses Respond to the blog post of three.docx
SOCW 6520 WK 7 responses
Respond
to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways:
Name first and references after every person
Respond
to the blog post of three colleagues in one or more of the following ways:
Share an insight from having read your colleague’s posting.
Validate an idea in your colleague’s post with your own experience.
Peer 1: Alicia
Description of Diversity and/or Cultural Competence Considerations in your Agency
Cultural competence is extremely important in the social work profession. The text describes cultural competence as “awareness, knowledge, and skills social workers need to develop in order to deliver culturally appropriate services” (Danso, 2015). Culturally competence can commonly be obtained through culturally sensitive training or being aware of one’s own cultural biases. Some may even find that working with various cultures may increase one’s ability to remain culturally competent.
At my agency, we have a culturally diverse staff and we work with clients of all ages and races. When conducting intakes or assessments, clients are treated with respect no matter the culture. There are times where we have to modify intakes or assessments, or treatments as a means to respect the culture of the client. Clinicians at my field placement are also obliged to always advocate for diversity within client treatment, and they are sure to engage with every individual in a way that is respectful to the client’s cultural background.
Reflection of Agency Learning Agreement
Of the core competencies presented by CSWE, the second competency pertains to diversity and cultural competence. The competency is simply titled ‘Engage diversity and difference in practice’ and focuses on ensuring that the importance of diversity and difference is applied and communicated, as well as engaging clients as it pertains to their culture. Also, social workers should apply self-awareness to manage personal biases when working with clients of a different culture.
The learning agreement highlights this competency as a means to ensure that student interns are aware of the importance of engaging in diversity. Student interns should be like social workers in practicing without bias, and the learning agreement goals help students work towards achieving this competency. In order to fulfil such competency, student interns should first be aware of any biases or reservations they may have in working with clients whom are different. In addition to such, interns should also be mindful of daily interactions with various clients and ensure to communicate and behave in a respectful manner despite differences.
References
Danso, R. (2015). An integrated framework of critical cultural competence and anti-oppressive practice for social justice social work research.
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(4), 572-588.
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Cenyue Wang RE Group 6 - Discussion Board QuestionCOLLAPSET.docx
Cenyue Wang
RE: Group 6 - Discussion Board Question
COLLAPSE
Top of Form
With the rapid development of the economy, the development of enterprises has already shown a pattern of diversified development. More and more enterprises have gone abroad, and many foreign-funded enterprises have come to China for development. All these have brought a lot of opportunities for economic development at home and abroad. According to the course materials, I notice that the necessity of corporate intercultural adaptation. Intercultural communication is the study and practice of communication across cultural contexts (Bennet). Intercultural communication is a way to deal with relations among individuals from these gatherings that focus on the acknowledgment and regard of social contrasts, looks for the objective of common adjustment prompting biculturalism as opposed to straightforward osmosis, and supports the improvement of intercultural affectability with respect to people and associations to empower empathic understanding and equipped coordination of activity across social contrasts (Bennet). Based on the presentations and case analysis, adapting intercultural is the process of positive change in order to adapt to a new culture. This process can involve changing someone's beliefs and attitudes, knowledge, and skills. In cross-border trade, companies come into contact with people with different cultural backgrounds. These people often use different languages and have different customs and styles. These differences often lead to trouble. The external cultural features include language and eating habits, while the internal cultural features include beliefs, attitudes, and values. Successful acculturation includes adhering to the original values, customs, and beliefs while actively respecting the new culture and treating the two cultures fairly and unbiased.
All in all, what I learned from course, presentation and case analysis is, business leaders should recognize the cultural differences in foreign trade, attach importance to the cultivation of employees' intercultural adaptability and the improvement of their intercultural communication skills. Due to the acceleration of globalization, the cross-cultural adaptability of an enterprise is particularly important for its development, the organizations and companies should identify cultural differences and develop cultural identity.
Bennett, M. (n.d.). Intercultural Communication. Retrieved from https://www.idrinstitute.org/resources/intercultural-communication/
Bottom of Form
Lin Xiang
RE: Group 6 - Discussion Board Question
COLLAPSE
Top of Form
Thanks to technology and travel, it is easier than ever to communicate with people in different parts of the world. So, intercultural communication is becoming more necessary for solving problems and achieving success, particularly in business. “Lack of knowledge of another culture can lead, at the best, to embarrassing or amusing mistakes in communication,” accor.
Managing Diversity In South Africa
The document discusses managing diversity in the workplace in South Africa. It notes that workplaces have diversity in terms of ethnicity, education, age, gender, and other factors. Managing this diversity effectively requires innovative ideas from managers. Diversity management is still a new concept in South African businesses. Factors like an organization's mission and goals as well as the external environment influence how diversity is managed. Managing diversity provides competitive advantages like improved employee retention and creativity. It can also help organizations better understand changing customer needs.
Diversity management at Work Place
Diversity management aims to create an inclusive work environment that values differences and maximizes potential. Diversity refers to visible and non-visible attributes like gender, age, culture, that impact work attitudes. As workforces become more multicultural, managing diversity grows in importance. It involves treating people fairly based on their needs while maintaining group cohesion. Challenges include balancing individual vs. group fairness and overcoming resistance to change. However, diversity can boost creativity, problem-solving, market expansion if properly managed through fair hiring, orientation, sensitivity training, and flexibility. Policies like anti-discrimination, networks groups, and development opportunities help support diversity.
Peace Building Through Community Involvement
Through community involvement and service learning programs, youth can develop leadership skills and enhance their self-esteem while contributing to their communities. Effective programs provide opportunities for youth to practice leadership, reflect on their experiences, and discuss the social issues involved in their service. However, some programs lack facilitation on the larger social context and assign volunteer work that youth do not find meaningful. To maximize benefits, programs should involve youth in meaningful service that addresses real community needs and allows discussion of the social issues impacted.
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This document discusses the importance of diversity and inclusion in the workplace. It explains that as organizations incorporate the ideas and perspectives of their diverse employees, it benefits both the employees and the organization. The document advocates moving beyond considerations of race, sex and gender, and focusing more on individuals' human aspects like thoughts, feelings and emotions. It suggests that inclusion allows organizations to view things differently than in the past by taking a more holistic view of their diverse workforce.
Tapping into the power of diversity
I was really excited to be taking part in Procurious' Big Ideas Summit 2018. As a senior professional in Strategic Sourcing and Vendor Management, it was not only an opportunity to meet with some of Europe's top thought leaders in procurement but also a great honor to share the floor with such inspiring speakers trying to figure out procurement and supply chain future.
The discussions were very dense and meaningful and I was thrilled to deliver a presentation on a topic that is very close to my heart: #inclusionoverdiversity. Here is the supporting document to give an insight.
Cultural Diversity And Equality
“Our ability to reach unity in diversity will be the beauty and the test of our civilisation” - Mahatma Gandhi
Omesh Jethwani, Government Projects & Programs Manager interviewed Ian Bridger, Director of Across Culture on the importance of adopting and embracing cultural diversity and equality.
SOCW 6520 WK 7 responses Respond to the blog post of three.docx
SOCW 6520 WK 7 responses
Respond
to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways:
Name first and references after every person
Respond
to the blog post of three colleagues in one or more of the following ways:
Share an insight from having read your colleague’s posting.
Validate an idea in your colleague’s post with your own experience.
Peer 1: Alicia
Description of Diversity and/or Cultural Competence Considerations in your Agency
Cultural competence is extremely important in the social work profession. The text describes cultural competence as “awareness, knowledge, and skills social workers need to develop in order to deliver culturally appropriate services” (Danso, 2015). Culturally competence can commonly be obtained through culturally sensitive training or being aware of one’s own cultural biases. Some may even find that working with various cultures may increase one’s ability to remain culturally competent.
At my agency, we have a culturally diverse staff and we work with clients of all ages and races. When conducting intakes or assessments, clients are treated with respect no matter the culture. There are times where we have to modify intakes or assessments, or treatments as a means to respect the culture of the client. Clinicians at my field placement are also obliged to always advocate for diversity within client treatment, and they are sure to engage with every individual in a way that is respectful to the client’s cultural background.
Reflection of Agency Learning Agreement
Of the core competencies presented by CSWE, the second competency pertains to diversity and cultural competence. The competency is simply titled ‘Engage diversity and difference in practice’ and focuses on ensuring that the importance of diversity and difference is applied and communicated, as well as engaging clients as it pertains to their culture. Also, social workers should apply self-awareness to manage personal biases when working with clients of a different culture.
The learning agreement highlights this competency as a means to ensure that student interns are aware of the importance of engaging in diversity. Student interns should be like social workers in practicing without bias, and the learning agreement goals help students work towards achieving this competency. In order to fulfil such competency, student interns should first be aware of any biases or reservations they may have in working with clients whom are different. In addition to such, interns should also be mindful of daily interactions with various clients and ensure to communicate and behave in a respectful manner despite differences.
References
Danso, R. (2015). An integrated framework of critical cultural competence and anti-oppressive practice for social justice social work research.
Qualitative Social Work, 14
(4), 572-588.
Peer 2: Audri
In hospice home health services, it .
Cenyue Wang RE Group 6 - Discussion Board QuestionCOLLAPSET.docx
Cenyue Wang
RE: Group 6 - Discussion Board Question
COLLAPSE
Top of Form
With the rapid development of the economy, the development of enterprises has already shown a pattern of diversified development. More and more enterprises have gone abroad, and many foreign-funded enterprises have come to China for development. All these have brought a lot of opportunities for economic development at home and abroad. According to the course materials, I notice that the necessity of corporate intercultural adaptation. Intercultural communication is the study and practice of communication across cultural contexts (Bennet). Intercultural communication is a way to deal with relations among individuals from these gatherings that focus on the acknowledgment and regard of social contrasts, looks for the objective of common adjustment prompting biculturalism as opposed to straightforward osmosis, and supports the improvement of intercultural affectability with respect to people and associations to empower empathic understanding and equipped coordination of activity across social contrasts (Bennet). Based on the presentations and case analysis, adapting intercultural is the process of positive change in order to adapt to a new culture. This process can involve changing someone's beliefs and attitudes, knowledge, and skills. In cross-border trade, companies come into contact with people with different cultural backgrounds. These people often use different languages and have different customs and styles. These differences often lead to trouble. The external cultural features include language and eating habits, while the internal cultural features include beliefs, attitudes, and values. Successful acculturation includes adhering to the original values, customs, and beliefs while actively respecting the new culture and treating the two cultures fairly and unbiased.
All in all, what I learned from course, presentation and case analysis is, business leaders should recognize the cultural differences in foreign trade, attach importance to the cultivation of employees' intercultural adaptability and the improvement of their intercultural communication skills. Due to the acceleration of globalization, the cross-cultural adaptability of an enterprise is particularly important for its development, the organizations and companies should identify cultural differences and develop cultural identity.
Bennett, M. (n.d.). Intercultural Communication. Retrieved from https://www.idrinstitute.org/resources/intercultural-communication/
Bottom of Form
Lin Xiang
RE: Group 6 - Discussion Board Question
COLLAPSE
Top of Form
Thanks to technology and travel, it is easier than ever to communicate with people in different parts of the world. So, intercultural communication is becoming more necessary for solving problems and achieving success, particularly in business. “Lack of knowledge of another culture can lead, at the best, to embarrassing or amusing mistakes in communication,” accor.
Managing Diversity In South Africa
The document discusses managing diversity in the workplace in South Africa. It notes that workplaces have diversity in terms of ethnicity, education, age, gender, and other factors. Managing this diversity effectively requires innovative ideas from managers. Diversity management is still a new concept in South African businesses. Factors like an organization's mission and goals as well as the external environment influence how diversity is managed. Managing diversity provides competitive advantages like improved employee retention and creativity. It can also help organizations better understand changing customer needs.
Diversity management at Work Place
Diversity management aims to create an inclusive work environment that values differences and maximizes potential. Diversity refers to visible and non-visible attributes like gender, age, culture, that impact work attitudes. As workforces become more multicultural, managing diversity grows in importance. It involves treating people fairly based on their needs while maintaining group cohesion. Challenges include balancing individual vs. group fairness and overcoming resistance to change. However, diversity can boost creativity, problem-solving, market expansion if properly managed through fair hiring, orientation, sensitivity training, and flexibility. Policies like anti-discrimination, networks groups, and development opportunities help support diversity.
Peace Building Through Community Involvement
Through community involvement and service learning programs, youth can develop leadership skills and enhance their self-esteem while contributing to their communities. Effective programs provide opportunities for youth to practice leadership, reflect on their experiences, and discuss the social issues involved in their service. However, some programs lack facilitation on the larger social context and assign volunteer work that youth do not find meaningful. To maximize benefits, programs should involve youth in meaningful service that addresses real community needs and allows discussion of the social issues impacted.
What Is Diversity In Diversity Essay
The document discusses the importance of diversity in society and the workplace, noting that diversity makes life more meaningful by allowing individuals to have unique experiences and perspectives, helps societies evolve by bringing different ideas and cultures together, and can foster closer relationships by providing opportunities to connect with others from different backgrounds. While some may oppose diversity, the document argues that embracing differences rather than excluding others is what truly builds unity within a community.
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The Director of National Intelligence issued a statement on diversity and equal employment opportunity in the Intelligence Community. The statement emphasized that a diverse workforce is critical to the IC's mission success. It noted that the IC needs to build a workforce that represents the rich diversity of the world and reflects different backgrounds, experiences, and ideas. The statement also highlighted that commitment to diversity must start at the top with strong leadership and accountability. It concluded by urging everyone in the IC to help create a culture of inclusion where diversity is valued.
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The document discusses diversity in the workplace. It defines diversity as individual acceptance and respect of differences between people. Some elements of diversity mentioned are age, gender, ethnicity, race, sexual orientation, beliefs and more. Managing diversity aims to maximize its advantages and minimize disadvantages. A diverse workforce with different qualities and cultures improves customer service, community relations, innovation and performance. Respecting diversity creates a competitive advantage and inclusive work environment.
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The document discusses diversity in the workplace. It defines diversity as individual acceptance and respect of differences between people. Some elements of diversity are age, gender, ethnicity, race, sexual orientation, beliefs and more. Managing diversity aims to maximize its advantages and minimize disadvantages. A diverse workforce improves customer service, community relations, innovation and performance. Respecting individual differences creates a competitive advantage and increases productivity.
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This document discusses diversity in the workplace. It defines diversity as individual acceptance and respect of differences between people. Elements of diversity include factors like age, gender, ethnicity, and religion. Managing diversity aims to maximize the advantages of a diverse workforce while minimizing disadvantages. A diverse workforce provides benefits like improved customer service, stronger community relations, and leveraging different talents. Respecting individual differences creates a fair and safe work environment and a competitive edge for organizations.
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The document discusses how advancing diversity is important for businesses to stay competitive and align with personal values, as executives from 24 companies noted. It provides the example of how PepsiCo's former CEO Steve Reinemund focused on improving diversity and inclusion, which led to a 38.8% increase in employees feeling the culture was more inclusive. The purpose is to introduce CEOs who have contributed to more diverse and inclusive workplace cultures and how that has impacted work life.
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The document discusses how advancing diversity is important for businesses to stay competitive and align with personal values, as executives from 24 companies noted. It provides the example of how PepsiCo's former CEO Steve Reinemund focused on improving diversity and inclusion, which led to a 38.8% increase in employees feeling the culture was more inclusive. The purpose is to introduce CEOs who have contributed to more diverse and inclusive workplace cultures and how that has impacted work life.
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Enter and create digital economies, leveraging blockchain technology with our Metaverse development services. Design, build, and launch amazing experiences for your users effectively with a leading metaverse development company.
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What is tokenism_.pptx
- 2. Tokenism The term tokenism comes from the English token, which means symbol, and refers to those merely symbolic acts that fail to promote an organizational culture that truly includes diversity of gender, culture, age, education, religion, sexual orientation. “Many times we come across organizations that believe they are inclusive because they have made a declaration of intent to work with certain pillars of diversity,” says Anabella Capetillo, Manager of Diversity and Inclusion at Manpower Group Chile.
- 3. How to avoid falling into tokenism? "The word inclusion, meanwhile, Blockchain Development Service means not only distinguishing people based on a certain criterion, but also implies that all of them, without distinction, feel equally respected and valued," adds the expert. To advance to an inclusion of diversity, it is not enough to establish metrics to increase the number of people from minority groups, but rather it is necessary to promote an inclusive organizational culture.
- 4. "Diversity and Inclusion is an equation that requires the genuine intention of establishing labor relations where respectful treatment is without exception and in a sustainable manner over time, integrating the needs and feelings of people of diversity," says Anabella Capetillo. Promoting a real inclusion of diversity is an important challenge for companies in the world today. And that implies starting with a self-assessment that allows us to move beyond what is merely symbolic and promote respectful and inclusive labor relations.
- 5. COMPANY BLOCKCHAINX WEBSITE https://www.blockchainx.tech/ E-MAIL contact@blockchainx.tech THANK YOU