This document discusses multiculturalism and managing diversity in the workplace. It defines multiculturalism as representing and respecting the cultural needs of all groups, including historically underrepresented groups. The benefits of a diverse workforce include bringing a variety of knowledge, skills, and experiences that can lead to innovations and improved relationships. However, prejudice and discrimination can harm workplace relationships and productivity. Solutions include establishing inclusive values, raising awareness of biases, promoting respectful communication, and providing ongoing diversity training. Issues that still exist include lack of diversity in leadership and gender pay gaps.
Session 5 Management roles in enhancing diversity by Kathleen VaughanCGIAR
The purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace.
Hiring Diverse Faculty: Promising PracticesJulia Michaels
University leaders know that a diverse faculty body is essential to excellence in research, teaching, service, and patient care. A diverse faculty contributes to a climate of inclusion on campus and promotes research on a wide variety of topics applicable to individuals from all backgrounds. Having a diverse faculty also encourages the ascension of diverse leaders to senior administrative positions. Although universities have a vested interest in diversifying their faculty, many universities struggle to achieve diversity goals – despite their best efforts. This webinar will explore evidence-based practices for faculty hiring as well as promising practices that could benefit from further testing. The webinar hosts will also share information about an upcoming project to pilot these promising practices, with the goal of improving evidence for strategies that work.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements. As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and inclusion leaders are key players on the executive leadership team with the specific responsibility of ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and inclusion leaders are trusted advisors who fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision.
At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills.
b. Understand strategies for building the right brand and image.
c. Examine what it means to transform organizational culture.
d. Create a plan for excellence in diversity and inclusion leadership.
e. Explore business challenges that impact diversity and inclusion leaders.
Session 5 Management roles in enhancing diversity by Kathleen VaughanCGIAR
The purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace.
Hiring Diverse Faculty: Promising PracticesJulia Michaels
University leaders know that a diverse faculty body is essential to excellence in research, teaching, service, and patient care. A diverse faculty contributes to a climate of inclusion on campus and promotes research on a wide variety of topics applicable to individuals from all backgrounds. Having a diverse faculty also encourages the ascension of diverse leaders to senior administrative positions. Although universities have a vested interest in diversifying their faculty, many universities struggle to achieve diversity goals – despite their best efforts. This webinar will explore evidence-based practices for faculty hiring as well as promising practices that could benefit from further testing. The webinar hosts will also share information about an upcoming project to pilot these promising practices, with the goal of improving evidence for strategies that work.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements. As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These initiatives build the foundation of creativity, innovation, and transformative results. Diversity and inclusion leaders are key players on the executive leadership team with the specific responsibility of ensuring that human resources are honored, embraced, and ready to contribute great value. Diversity and inclusion leaders are trusted advisors who fundamentally create strategies that result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image and effectively function as a vital part of the leadership vision.
At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills.
b. Understand strategies for building the right brand and image.
c. Examine what it means to transform organizational culture.
d. Create a plan for excellence in diversity and inclusion leadership.
e. Explore business challenges that impact diversity and inclusion leaders.
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
Diversity recruitment continues to be an important initiative for many organizations. Come find out why diversity matters at the University of Florida. During this session you will learn the diverse profile of UF students and gain practical tools to help you recruit and retain diverse talent.
Oh Holy mother, I love you. I humbly ask your intercession for my .docxcherishwinsland
Oh Holy mother, I love you. I humbly ask your intercession for my classes BMAL 560-d03 and BMAL 504 that I will pass them both successfully tomorrow. Help me to correct my discussion replies for bmal 560 and that it will receive a passing grade. Thank you, Jesus, God and the Holy Spirit. Amen.
Oh Holy mother, I love you. I humbly ask your intercession for my classes BMAL 560-d03 and BMAL 504 that I will pass them both successfully tomorrow. Help me to correct my discussion replies for bmal 560 and that it will receive a passing grade. Thank you, Jesus, God and the Holy Spirit. Amen.
Forum 4 Reply to Kierra
Kierra, just as pointed out in your post, today’s workplace and workforce are filled with diversity of different kinds. 1 Corinthians 12:12 states, “For as the body is one, and hath many members, and all the members of that one body, being many, are one body: so also is Christ” (King James Version). Likewise, diversity can come in the form of gender, race, religion, education, just to mention a few. It is determined, “Gender and race are both important primary dimensions of workforce diversity” (Lawrence & Weber, 2014, p. 381).
“Through technology, companies are now compelled and obligated to ensure they effectively and efficiently manage diversity that has been heightened with globalization” (Koonce, 2001, p. 48). Contrary to the belief of many, managing a diverse workforce is not only a challenge experienced by large multi-national corporations. Small to medium sized companies are facing the challenges of ensuring diversity in their workforce is appropriately managed, to yield results for the organization. Obviously, the challenges for multi-nationals, is far much complicated in comparison to small and medium sized business enterprises.
While the challenge for small and medium sized companies in most cases is limited to diversity in ethnicity and maybe religion, large companies can have more complicated challenges that may include race, religion, education, and even cultural diversity which is even more complex to manage. In support of your post, Fischer (n. d) state, when working with various persons, “we have to love one another and we have to get along with one another. In spite of the challenge that come with a diverse workforce, “It is through diversity that companies add value to their worth and consequently grow and have the ability to compete in the international front” (Flagg, 2002), (Green, et al., 2015, p. 2).
References
Fischer, K. (n. d). Ethics, integrity, employee relations and public relations
Green, et al. (2015). Diversity in the workplace: Benefits, challenges, and the required managerial tools. p.3. Retrieved from https://edis.ifas.ufl.edu/hr022
Koonce, R. (2001). Redefining Diversity: It is not the right thing to do; it also makes god business sense. Training and Development, 14 (7), 67-72. Retrieved from http://www.academia.edu/4999998/Diversity_in_the.
Eyes on Extension: A model for diverse advisory leadershipEric Kaufman
Presentation for the 2015 Public Issues Leadership Development conference, sponsored by the Joint Council of Extension Professionals.
From creating an inclusive environment to understanding volunteer motivations and barriers, we’ll explore special considerations for diverse volunteers and for potential decision-making volunteers. Get prepared to welcome diverse advisory leaders into your programs and leverage them for future success.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Diversity Management Training In PowerPoint presentation for professionals, Students or want to get related knowledge about the Diversity & other issue normally take place at work.
Diversity recruitment continues to be an important initiative for many organizations. Come find out why diversity matters at the University of Florida. During this session you will learn the diverse profile of UF students and gain practical tools to help you recruit and retain diverse talent.
Oh Holy mother, I love you. I humbly ask your intercession for my .docxcherishwinsland
Oh Holy mother, I love you. I humbly ask your intercession for my classes BMAL 560-d03 and BMAL 504 that I will pass them both successfully tomorrow. Help me to correct my discussion replies for bmal 560 and that it will receive a passing grade. Thank you, Jesus, God and the Holy Spirit. Amen.
Oh Holy mother, I love you. I humbly ask your intercession for my classes BMAL 560-d03 and BMAL 504 that I will pass them both successfully tomorrow. Help me to correct my discussion replies for bmal 560 and that it will receive a passing grade. Thank you, Jesus, God and the Holy Spirit. Amen.
Forum 4 Reply to Kierra
Kierra, just as pointed out in your post, today’s workplace and workforce are filled with diversity of different kinds. 1 Corinthians 12:12 states, “For as the body is one, and hath many members, and all the members of that one body, being many, are one body: so also is Christ” (King James Version). Likewise, diversity can come in the form of gender, race, religion, education, just to mention a few. It is determined, “Gender and race are both important primary dimensions of workforce diversity” (Lawrence & Weber, 2014, p. 381).
“Through technology, companies are now compelled and obligated to ensure they effectively and efficiently manage diversity that has been heightened with globalization” (Koonce, 2001, p. 48). Contrary to the belief of many, managing a diverse workforce is not only a challenge experienced by large multi-national corporations. Small to medium sized companies are facing the challenges of ensuring diversity in their workforce is appropriately managed, to yield results for the organization. Obviously, the challenges for multi-nationals, is far much complicated in comparison to small and medium sized business enterprises.
While the challenge for small and medium sized companies in most cases is limited to diversity in ethnicity and maybe religion, large companies can have more complicated challenges that may include race, religion, education, and even cultural diversity which is even more complex to manage. In support of your post, Fischer (n. d) state, when working with various persons, “we have to love one another and we have to get along with one another. In spite of the challenge that come with a diverse workforce, “It is through diversity that companies add value to their worth and consequently grow and have the ability to compete in the international front” (Flagg, 2002), (Green, et al., 2015, p. 2).
References
Fischer, K. (n. d). Ethics, integrity, employee relations and public relations
Green, et al. (2015). Diversity in the workplace: Benefits, challenges, and the required managerial tools. p.3. Retrieved from https://edis.ifas.ufl.edu/hr022
Koonce, R. (2001). Redefining Diversity: It is not the right thing to do; it also makes god business sense. Training and Development, 14 (7), 67-72. Retrieved from http://www.academia.edu/4999998/Diversity_in_the.
Eyes on Extension: A model for diverse advisory leadershipEric Kaufman
Presentation for the 2015 Public Issues Leadership Development conference, sponsored by the Joint Council of Extension Professionals.
From creating an inclusive environment to understanding volunteer motivations and barriers, we’ll explore special considerations for diverse volunteers and for potential decision-making volunteers. Get prepared to welcome diverse advisory leaders into your programs and leverage them for future success.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
2. What is multiculturalism?
• Representing and respecting the cultural needs and
contributions of all groups in society (Wolfestone)
• Places special emphasis on groups who are historically
underrepesented
3. Benefits of multiculturalism in the workplace
• A diverse workforce contributes to overall knowledge, skills,
abilities, and experiences (McMahon, 2010)
• Sharing ideas and perspectives can lead to new innovations and
improve workplace relationships (Wolfestone)
• Globalization – helps companies meet the needs of an
increasingly global economy and customer base (Vercida)
• Greater success in marketing to both domestic and foreign ethnic
minority communities (Henry & Evans, 2007)
4. Problems with intolerance
• Prejudice & Discrimination
• Negative attitudes/behaviors harm workplace relationships,
damage morale, and decrease productivity (Green et al. 2002)
• Communication issues
• Language barriers, accents, and non-verbal cues like personal
space, eye contact, and gestures all vary across cultures (HULT)
5. Solutions to challenges
• Go beyond Equal Employment; establish company values
throughout entire organization (Green et al. 2002)
• Raise awareness of personal biases and be willing to change
(Green et al. 2002)
• Create a safe environment for employees to socialize and listen to
each other (Green et al. 2002)
• Promote respectful and honest communication
• Develop, implement, and maintain on-going training (Green et al.
2002)
• Companies can organize their own inclusion training or they can hire
consultants to come in
• Exercises, workshops, and even games can be used
• Diversity in the Workplace Role-Playing Game
6. Issues in the Workforce
• Only 3 CEOs of the Fortune 500 companies are Black (Fortune.com)
• A 2014 survey found that women make just 78.6% of men’s full-time
pay (U.S. Department of Labor)
• A 2017 survey found that 4 out of 10 women say they’ve experienced
gender discrimination at work (Pew Research Center)
7. References
• Green, K., Lopez, M., Wysocki, A., Kepner, K., Farnsworth, D., & Clark, J. L. (2002). Diversity in the
Workplace: Benefits, Challenges, and the Required Managerial Tools. Food and Resource
Economics Department, UF/IFAS Extension. Retrieved from http://edis.ifas.ufl.edu/
• Henry, O., & Evans, A. J. (2007). Critical review of literature on workforce diversity. African
Journal of Business Management. Retrieved from e http://www.academicjournals.org/ajbm
• McMahon, A. M. (2011). Does Workplace Diversity Matter? A Survey Of Empirical Studies On
Diversity And Firm Performance, 2000-09. Journal of Diversity Management (JDM), 5(2).
doi:10.19030/jdm.v5i2.808
• Development of Multiculturalism in the Workplace. (n.d.). Retrieved from
https://www.vercida.com/uk/articles/development-multiculturalism-workplace
• The Benefits of Multiculturalism in the Workplace. (2018, May 02). Retrieved from
https://www.wolfestone.co.uk/blog/benefits-multiculturalism-workplace/
• Video found on youtube at https://www.youtube.com/watch?v=BeTywB31HZU
