Companies should have as part of their policy strategies to ensure that women and minorities are represented in all managerial positions and the company should hold management accountable for having a diverse management team. Management on all levels should have an on-going commitment to diversity training. This training will instill in them, the importance of having a diverse workplace and the company will be better able to serve a market of diverse consumers. In a diverse working environment there are different perspectives, acknowledging that, management will improve the performance of the employees. Employees may understand their own feelings and attitudes about people who are different from themselves.
Unit 4222-303 Promote equality and inclusion in health, social care or children’s and young people’s settings. Outcome 1. Understand the importance of diversity, equality and inclusion. 1.1 Explain what is meant by * Diversity – means difference and recognises that people have things in common with each other; they are also different and unique. Diversity is about recognising and valuing everyone’s culture, personality, age, race, sex, disability, gender, religion and beliefs.
Research and decide on a description of the following four terms – giving your understanding of each on the table provided. Term Brief description of your understanding of the term Diversity The concept of diversity embraces acceptance and respect. Diversity means understanding that each one of us is unique and valuing and recognising our individual differences and talents, creating a culture where everyone can participate, thrive and contribute. Equality Equality is a legal framework to protect against discrimination, promote equality of opportunity and foster good relations between people. Equality is the state of being equal in terms of treatment, rights, opportunities Inclusion Inclusion is about positively striving to meet the
• Team members will know who they need to work closely and collaborate with to get their job done. • By using the team’s diversity new ideas can be used to look at issues and problems in a different way. Activity 5 1. How would you encourage a staff member who is reluctant to work with someone from a different nationality to see the advantages of working with people from various international backgrounds? (50 words) To get staff to see the benefits of working with culturally different individuals the organisation would need to offer information sessions and implement a Workplace Diversity Plan to show diversity is valued and encouraged.
Maximizing and capitalizing on workplace diversity has become an important issue for mana). There are some benefits of a diverse society, such as attitudes, goals or a person characteristics and this is due to learning so much from all types of people and their background. I think by the civil and tolerant acceptance I believe that we should all treat one another with respect and treat people as they want to be treated. Mass Media, such as the cinema and television have already shaped society and
It is about positively striving to meet the needs of different individuals and taking action to create environments where everybody feels respected and able to achieve their full potential. Inclusion also involves making the individual actively involved in all aspects of their life, care and support in order for them to feel valued as they are. 1.1 d- Discrimination Discrimination means treating less favourably due to prejudice, unfairness, intolerance,
Equality protects people from being discriminated against on the grounds of group membership i.e. sex, race disability, sexual orientation, religion, belief, or age. Diversity for the workforce is about valuing and reaping the benefits of a varied workforce that makes the best of an individual’s skills and talents whatever their backgrounds. I work for a large City Council who has in place an Equality and Diversity Policy. As a public body they must also comply with the Equality Duty, this ensures that they consider the needs of all individuals in their daily work, in their employees and in delivering services.
Harmonizing and leveraging the diversity of our people will realize our full potential. In the spirit of global community, our diversity will unite us, and it will enhance the quality of our work and our work-lives. Strategies Education is the key to developing an attitude of inclusion. The practice of inclusion provides the model of acceptance, belonging, participation, worth and dignity.” The benefits of diversity training in the workplace are obvious–men and women of different cultural, ethnic, socioeconomic, and religious backgrounds work together and create a harmonious work environment. * Diversity Training * leadership programs * Recognize, appreciate and utilize the unique insights, perspective and backgrounds of others * Create an environment of trust, respect and tolerance * Hold team builder exercises * set up a mentoring program * allow time off for religious reasons * t Resolution and Mediation * Use workplace moments involving diversity as an opportunity to begin conversations between employees
Diversity and Inclusion SOC 315 February 19, 2011 Diversity and Inclusion Cultural diversity, especially in the present age, is evident in most every area of the world. According to Dictionary.com, cultural diversity is defined as “ethnic, gender, racial, and socioeconomic variety in a situation, institution, or group; the coexistence of different ethnic, gender, racial, and socioeconomic groups within one social unit” (Cultural diversity, p. 1). This definition will give one the general dimensions of cultural diversity. Many dimensions of cultural diversity exist, a few of which will be covered here. One of the most common dimensions of cultural diversity is gender.
In the increasingly global workplace, multicultural teams offer innovative thinking, unique collaborations and diverse perspectives on common challenges. The most effective leaders are those who can leverage team members’ unique skills and perspectives while addressing the conflicts that may arise as a result of those differences. Although multiculturalism does present challenges, it also has the potential to create a sustainable advantage in the form of rapid innovation, adaptability and efficiency (Karjalainen & Soparnot, 2012). To achieve this, a leader must consider key cultural differences and how each one can impact relationships and performance (See Figure 1). Fig.