I should reconsider my career choice of a chief diversity officer. The article, Experiences of Women of Color University Chief Diversity Officers (Nixon, M. L., 2016) uncovered the immense pressures both personally and professionally that women of color face in their quest to serve as catalyst for diversity in institutions of higher learning. The qualitative study conducted semi structured interviews with five women of color and to determine if the equities experienced relating to being chief diversity officers were a result of their race, gender or an intersectionality of both. The article explores the idea that these women often were in roles of leadership, by virtue of title, however their social identities as women of color and profession isolated them to being outsiders to the institution as a whole (Nixon, 2016). Women of color are more likely to be appointed chief diversity officers, however these tend to be token appointments with minimal authority and extraordinary performance standards.…
My background defines who I am and my ambitions. Due to my background I love diversity and seek to create an inclusive society. My love for differences stems my unique family structure and the diversity they raised me in. Two mothers adopted me from China and raised me, one Caucasian, the other multiracial, alongside a brother and sister adopted from Ethiopia. Not only are our ethnicities different, our beliefs are too.…
Chapter 10 provides the understanding of prejudice, both intentional and unintentional. People attempt at balancing their ethnic identity, which is the racial group to which they identify themselves, and acculturation, where minorities attempt at joining the mainstream majority. A common occurrence among cultures is the expression of ethnocentrism, a feeling of superiority in a group over any other collaboration. Deciding that a group is entirely inferior can lead to prejudice against said group, which unreasonably promotes a dislike for that category of people. Individuals become blind to the cultural rules that produce the behavior of their enemy, such as when Iranian natives commonly use “yes” to mean “yes” or “no”, as westerners believe…
According to the research, Emily was trying to evaluate the relationship between cultural competence and diversity training examining the level of cultural competence in the workplace, and the relationship between diversity training and workplace conflict. Thus, she was trying to evaluate the effectiveness of diversity training in conjunction with cultural competence of the respondents and workplace conflict. Additionally, the statistics indicate that those who attended training and those who did not were very close in number of 118 that attended training and the number of 117 for those who did not attend the training. The Levene test stated that there was no significant difference in cultural competence for the respondents who attended diversity…
Diversity Interview I completed this interview with an old friend, Darian, she is African American and her prefered sexual orientation is female. I have never really given much thought on how different we are, and still believe we are more alike than different. But we do have some rather large things that distinguish the two of us from each other. The major ‘skin deep’ things being she has a girlfriend and is African American.…
Hiring for diversity is an important issue and sometimes it is necessary in public agencies, and also the fire service for many reasons. One reason would be that in these communities there are cultural barriers, which mean that potentially there also are language barriers. This can cause lack of communication between the ones that are providing the help and those that need it and can be extremely frustrating for the providers. Hiring people that are bi-lingual is a huge bonus for public agencies. In addition, having diversity can ensure that people in the communities feel that their race, religion, culture, gender etc. are being respected and that are also well represented.…
First, when making a new diversity training program it is important to get everything in the program that is needed to suit all types of people. The four questions I would ask for my training program would be tell me about your family, ask about their ideas, would you like to meet the new employees, and ask them about their past. These four topics have key information that will allow me to get to know the individual. Tell me about your family: This would be an important factor because employers who know about the employee’s family can keep in touch with them. This makes their relationship more personal and will show you care and respect their home life as much as you do their work life.…
It looks like you have those well written! A couple of things… (1) Maybe replace [321,000,000] with 3 million? Personally, it seems to run off the “tongue” better. (2) TSA is committed to promoting diversity at the workplace.…
Introduction There are many benefits to a well-developed and implemented diversity-training program. Diversity training can help foster a richer, more inclusive organizational culture, can increase employee moral and motivation while decreasing absenteeism and turnover, and can help an organization recruit a more diverse workforce and create more effective multicultural teams (International Multicultural Institute, n.d.). There are many ways in which an organization can develop and implement a diversity training program as well as many tools by which that program’s value can be measured. This paper sets out to look at how I would implement a diversity training program, how I would assess that program, and my perception of the program’s potential…
Hello Terrance, Welcome to Diversity IDS-400. Congratulation for being one term away of graduating with B.A. degree in General studies. This is my last term as well, and if everything goes well I will receive my bachelor’s in marketing. I have learned so much through SNHU online courses and hope that my success will be carried into a new chapter in my life. Diversity is important for all of us to comprehend both personally and career wise.…
DeVany identified the fifteen roles that leaders play in order to manage performance and accountability of a team and its members. However, based on experience, one can believe that when working in any specific team environment, the manager cannot conceivably play all these roles at an effective level. Instead, if a team is well organized, the members of the team are also tasked with taking on some of these roles and responsibilities. The first part of managing a team with diverse personalities is knowing which personalities complement each other and the team.…
When coming to the University of Maryland: College Park, the campus is very diverse. The office of Diversity and Inclusion offers plenty of help to students who are facing issues with diversity on campus and having a hard time adjusting. The Chief Diversity Officer and Associate Vice President, Dr. Kumea Shorter-Gooden describes in detail on how the office can benefit the students and also prepare them for the outside world, when either creating their own business or even getting hired by a high classed company. She also explains how it target students and faculties members with cutting edge research and how it can make change in today’s society as a whole. Dr. Kumea also explains how the university also tries to make their staff very diverse…
I have been blessed with many different opportunities in my life to experience diversity through my school, church, and work. Being a part of a church has taught me to always have open arms to anyone that may be different than myself, with that being said my church has introduced me to many different people from all different walks of life. My church also has a large congregation of the Asian culture. Through the many social events of my church I have learned a lot about the Asian culture between their family values, foods, clothing, and gender relations. Working hand and hand with them to serve others has taught me about the differences between our ways of life, but most of all has shown me the similarities between us.…
This is made possible by not only maintaining a diverse workforce, but also expanding on programs to provide for low-income families and promote future aviation pilots and leaders. In addition, United is pushing for continued disaster relief as well as environmental focuses. Leaders at United are well aware of their environmental footprint as mentioned by Glavin, “We know we rely on fossil fuels and that we have an obligation to minimize our impacts.” As United expands their efforts to improve relationships with their external stakeholders, they are effectively addressing public relations, but further improvements are still…
Challenges with Diversity: Undoubtedly, diversity has played an important role in Marriott’s growth. However, it does become a challenge to organize such a diverse workforce while maintaining high morale. This dilemma is compounded with the attempt to keep employees interested and engaged in their daily tasks. Careful hiring: According to a recent article in Hotelsnewsnow.com, the President and Managing Director of the Middle East/Africa regions for Marriott International said that the biggest challenge faced by hotels, second to geopolitics, is managing their human capital.…