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Diversity in Organizations if We Are to

Words: 1007 Length: 3 Pages Document Type: Essay Paper #: 84854606

Diversity in Organizations

If we are to successfully change organizational members' attitudes and perceptions toward people from cultural groups other than their own, then we must start by examining how to effect that change so that it is implemented through all four layers of diversity. The approach that this paper discusses is based on the following model:

Individual Behaviors -- Group Behaviors -- Organizational Behaviors

This paper analyzes results of diversity training studies and provides direction as to the optimum approach to modifying the diversity climate within an organization.

A Time magazine article reported on the efforts of researchers who sifted through decades of federal employment statistics provided by companies (Cullen, 2007). Their analysis showed that there was no real change in the number of women and minority managers after companies began diversity training. When the study results are analyzed more closely, one finds that how well companies promoted a…… [Read More]

Reference List

Cullen, L.T. (2007). Employee Diversity Training Doesn't Work, Time. Retrieved from,9171,1615183,00.html 

Vedantam, S. (2008, January). Most Diversity Training Ineffective, Study Finds. The Washington Post. Retrieved from 

Scheide, C. (2010, July). How to Develop a Diversity Program, eHow. Retrieved from

Williams, S. How to Develop a Diversity Training Program, eHow. Retrieved on 3/26/2011 from
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Diversity of a Climate in an Organization

Words: 1009 Length: 3 Pages Document Type: Essay Paper #: 86564149

Diversity of a climate in an organization is reflected in the attitudes of the organization's members towards diversity. As a manager, the diversity climate can be addressed by understanding the level of diversity in the organization, its diversity climate and then implementing strategies to improve both. There are significant benefits to improving an organization's diversity climate. A superior diversity climate has been found to improve the recruitment, promotion and retention of top talent, particularly where that talent is minority in origin (Price et al., 2005). Hicks-Clarke & Iles (2000) also showed that improving the diversity climate of an organization delivers superior human resources outcomes.

The first step to improving an organization's diversity climate is to develop a procedure for analyzing diversity in the organization. The Loden and Rosener's Four Layers of Diversity Model can be used to better understand an organization's diversity. The first layer is related to work status…… [Read More]

Works Cited:

Price, E.; Gozu, A.; Kern, D.; Powe, N.; Wand, G.; Golden, S. & Cooper, L. (2005). The role of cultural diversity climate in recruitment, promotion and retention of faculty in academic medicine. Journal of General Internal Medicine. Vol. 20 (7) 565-571.

Hicks-Clarke, D. & Iles, P. (2000). Climate for diversity and its effects and organizational attitudes and perceptions. Personnel Review. Vol. 29 (3) 324-345.

Custom Book for Ashford: Organizational Behavior (p.127)

Jackson, T. (2011). Building a diversity training program. Profiles in Diversity Journal. Retrieved May 4, 2011 from
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Diversity Policy at Lehigh This

Words: 1272 Length: 4 Pages Document Type: Term Paper Paper #: 68102552

Diversity Training

The school aims to recruit students that will balance the spectrum of diversity. Before this can be accomplished however, existing and future employees of the university will need to be prepared. "Diversity is about encouraging and enabling all employees to draw on their talents, skills, and experience for the benefit of the business." (Bruno, 2004) Schools that are diversity sensitive will more often be prepared for the competitive recruitment markets and thus attract higher potential students and employees. The school has implemented the necessary training that will bring the entire student recruitment process together.

No matter what the level of need, a good diversity training program will maintain the most important aspects of the school's initiative. Diversity training has been proven to reduce the potential for misunderstandings, conflict and litigation which is often related to basic differences in communications and expectations. "All of the admissions staff has been…… [Read More]

Works Cited

Bruno, Jeanne-Marie (2004). "Implementing Diversity in a Meaningful Way." American Works Association Journal, Vol. 96(10), 47.

Lehigh University (2005). Lehigh University Home Page. Retrieved on 8 February 2005, from .

Lehigh President's Speech. (n.d.) "Diversity Speech."

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Diversity Has Become a Hot

Words: 1012 Length: 3 Pages Document Type: Term Paper Paper #: 1050572

Finding a common ground among all in the group is a positive and productive approach.

In dealing with attitudes and/or behaviors when designing a diversity training program, an effective approach is to start with a clear statement of goals and/or values. For example, "Participants have an absolute right to state how they see things, in complete safety, so long as boundaries for good taste are reasonably observed" (Karp et al., 2000). It is important to validate people's values and then move on to looking at the specific behaviors that cause pain and problems within individuals.

hat's being said and how it's being said is very important to keep in mind when developing the curriculum for the diversity training program. At the beginning of the program, the trainer states their intentions of the program and asks that participants refer to the diverse issues that come up, during the session, with the…… [Read More]

Works Cited

Fisher, Anne. "How You Can Do Better on Diversity." Fortune 15 Nov. 2004: 150.10.

Karp, H.B. & Sammour, Hael Y. "Workforce Diversity: Choices in Diversity Training Programs & Dealing with Resistance to Diversity." College Student Journal 34.3 (2000): 1-8.

Rodriguez, Alicia. "A Diversified Workforce Fosters a Climate of Innovation." Florida Diversity. 2004. Infosoft Group, Inc. 7 May 2005 .

Scully, Maureen, and Rowe, Mary. "Helping Bystanders take Responsibility for Diversity." Diversity Central. 2005. Diversity Hotwire. 7 May 2005
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Diversity Education Corporate

Words: 1003 Length: 3 Pages Document Type: Term Paper Paper #: 16176232

Diversity Education

The American workplace has become increasingly diverse, a reflection of the American urban environment. Diversity training serves a few different purposes in organizations. The first is that it promotes an atmosphere of tolerance in the company, but many scholars have also made a business case for diversity. Some earlier writings on the subject outlined that diversity training helps to resolve internal conflict, improve communication flows within the company, align the company better with its market, and can also help improve organizational creativity by introducing new ideas to organizations (Cox & Blake, 1991). Later writers noted that the effects of diversity were complex, something that should be reflected in the way that the organization trains for diversity (Milliken & Martins, 1996).

As awareness of diversity grows, and the case for diversity training increases, it is evident that more companies are including a diversity component in their training programs. Initially,…… [Read More]


Anand, R. & Winters, M. (2008). A retrospective view of corporate diversity training from 1964 to present. Academy of Management Learning & Education. Vol. 7 (3) 356-372.

Cox, T. & Blake, M. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive. Vol. 5 (3) 45-56.

Milliken, F. & Martens, L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review. Vol. 21 (2) 402-433.

Swoyer, C. (2003). Relativism. Stanford Encyclopedia of Philosophy. Retrieved November 23, 2014 from
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Diversity in Multicultural Business Globalization

Words: 2610 Length: 9 Pages Document Type: Essay Paper #: 55891455

Companies will need to look at regional and national differences, and draw on the similarities between countries to enhance their competitive advantages (Powell, 2005). It is clear that as company, like WTI grows globally, they will benefit from a multicultural workforce. They must put managerial, educational, and cultural proactiveness in place, which will not only improve their opportunities for greater worldwide competition, but by bringing establishing a multicultural workforce, they also improve the interrelationships between their employees. Employees who do this, learn to communicate and other points-of-view and opinions. By doing this WTI, and other large companies, poise themselves to become successful in the emerging globalize culture of the 21st century.

Using Innovative Human Resource Techniques to Manage Diversity - Human resource management, whether specifically titles or not, has been a part of any organization's management since groups banded together for specific tasks. Ancient armies, projects, and even educational and…… [Read More]

Figure 2 -- Simple life cycle utilizing eHRM for employee (Armstron, 2006; Boudreau).

Thus, this simple figure shows that starting with the potential employee's entry of their resume into the electronic system, how the data begins to manage itself and becomes available to those who need it most. Employees and managers all have access to the data, and the employee can update the resume when new skills are acquired, apply for internal jobs by simply sending a note to the manager, manage their payroll, sick-leave, vacation, and retirement data, and work with their own professionals to plan and execute their career.

For managers, the system focuses on skill management and the ability for individual managers to do skill-based strategic planning and what if scenarios without the need to access hundreds of man-hours of time from another department. The manager can quickly see both who within the organization, and on resumes on file, might have a particular desire or skill set which the company is in need of. For the employee
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Diversity the Impact of Diversity on Our

Words: 993 Length: 4 Pages Document Type: Article Review Paper #: 82058481


The Impact of Diversity on our Current Society

The workforce and the society in general, in the United States will continue to diversify among racial groups. Although many organizations are fully aware of the trend, there have been some gaps among this trend and the preparations that need to be done to manage a more diverse workforce and nation. It has been estimated that roughly two thirds of U.S. companies have some sort of diversity training. However, these programs are implemented with a varying effectiveness. This paper will provide a brief background on many of the minority movements that have gotten us to this point as well as make some predictions and recommendations about what can be done in the future to effectively deal with the upcoming issues of diversity

Background on Diversity & Civil Liberties

There has been a long and sometimes bloody struggle for minorities in the…… [Read More]

Works Cited

Ardichvili, A. (2008). Learning and Knowledge Sharing in Virtual Communities of Practice: Motivators, Barriers, and Enablers. Advances in Developing Human Resources, 10(4), 541-554.

Chrobot-Mason, D. (2012). Developing Multicultural Competence to Improve Cross-Race Work Relationships. The Psychologist-Manager Journal, 199-218.

Grosse, C. (2002). Managing Communication within Virtual Intercultural Teams. Business Communication Quarterly, 65(4), 22-38.

Minbaeva, D., Pedersen, T., Bjorkman, I., Fey, C., & Park, H. (2003). MNC knowledge transfer, subsidary absorptive capacity, and HRM. Journal of International Business Studies, 34(6), 581-599.
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Diversity Issues in Human Resources

Words: 2728 Length: 7 Pages Document Type: Term Paper Paper #: 29299257

If the right employee is chosen then the knowledge that they gain while abroad can be a valuable asset when they return home. They develop an intimate relationship with a different market than the parent company. This knowledge can help the parent company expand to meet the needs of a more diverse group of clients. There have not been many studies in this area at all. This study has a strong theoretical background based on a synthesis of existing knowledge in the field. It focuses on recent peer reviewed articles as the basis for its constructs. The study found that in order for repatriate knowledge to be useful, the company had to first have a sound knowledge management system in place. In addition, it had to have a strong multicultural knowledge management. This study used a study group of 16 expatriate employees to draw its conclusions.

The study focused on…… [Read More]

Selden, S. (2005). Human Resource Management in American Counties, 2002. Public Personnel Management.34 (1), 59-90.

Many studies in human resource management have focused on the federal and state level. This study was unique in that it focused on the county level. It focused on county government issues rather than those dealing with the private sector. The study focused on structural and political changes. The purposes of the study were to provide data that could be extrapolated to the general population in America. However, it focused on Los Angeles and surrounding counties. This area has a unique political, social and economic landscape. However, the uniqueness of this area was not addressed by the study. This data is only applicable to areas that are identical, or substantially similar to the counties in the study. It does examine some of the topics and concerns that could effect county governments in the rest of the country, but further examination of these areas would have to be conducted to determine their similarities and differences to the counties examined in this study. It is useful to this research because it does bring to light several issues that might be of concern in other areas of the country as well. However, extrapolating the data from this study alone would lead to skewed conclusions about the other county.

This study found that there are several barriers to county governments that place a damper on their ability to function as efficiently as possible. One of the key constraints is a tight labor market. Other factors that effect the ability to operate effectively are uncompetitive county salaries, budget constraints, procedural constraints, residency requirements, slow hiring processes, background checks and collective bargaining agreements. Many of these factors would apply to any county government and would result in similar difficulties. However, the key complaint about this study is that it failed to recognize differences in counties. For instance, Los Angeles County has a high population center. This type of county could not be compared to a rural county with a significantly lower population and different industry profile. This was an excellent study on counties in Southern California counties, but is cannot be applied to all counties in America, as the title implies. Diversity in County government was higher than in other counties around the country. This was another factor that cannot be extrapolated to other parts of the country.
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Diversity and Multicultural Education

Words: 1215 Length: 4 Pages Document Type: Research Paper Paper #: 12480421


Using Power Point: Understanding Diversity answer the below questions

How could prejudice affect a person's ability to learn and work?

Prejudice could affect the person's self-esteem and self-confidence. Teachers and peers might treat the student differently than they would without the prejudice, even if the prejudice is "positive," such as prejudice toward Asian students in a math class. Prejudice might impede a person's ability to learn and work, because it impacts the reactions of both teachers and students.

How important is the issue of diversity in your daily life?

Diversity is hugely important in my daily life. I do not like being in homogeneous places, because they are not reflective of the world at large. The world is diverse, filled with people with differing points-of-view and backgrounds. My views and outlooks change when I interact with different people, and I like that diversity makes me think more critically and…… [Read More]

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Diversity in the Workplace

Words: 3815 Length: 12 Pages Document Type: Literature Review Paper #: 20076138

Diversity in the Workplace

The increase in globalization has resulted in greater levels of interaction of individuals from diverse cultures and beliefs than ever before in the history of the world. As noted in the work of Green, Lopez, Wysocki and Kepner (2002) "People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent." (p.1) Diversity is defined as "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity, and other characteristics." (University of California, San Francisco, 2012, p.1)

Challenges, arriers, and enefits to Workplace Diversity

The Multicultural Advantage website reports that there are specific barriers and challenges to workplace diversity and that these are inclusive of: (1) communication; (2) resistance to change; (3) Implementation of diversity in the workplace policies;…… [Read More]


1. A Diverse Workforce Is Integral to a Strong Economy. Center for American Progress. Retrieved from: 

2. Andrade, R. And Rivera, A. (2012) Developing a Diversity-Patent Workforce: The UA Libraries' Experience. Journal of Library Administration. 51:7-8, 692-727

3. Best Practices in Achieving Workforce Diversity (2010) U.S. Department of Commerce. Retrieved from: 

4. DuPont, K. (1999) Handling Diversity in the Workplace; Communication is the Key. American Media, Inc. Retrieved from:
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Diversity Is the Blending of

Words: 755 Length: 2 Pages Document Type: Essay Paper #: 15375106

7) Ensure that appropriate accommodations are made for disabled applicants. 8) Know your own biases, including what stereotypes you have of people from different groups and how well they may perform on the job, what communication styles you prefer, and acknowledge that what one may consider to be appropriate or desirable qualities in a candidate may reflect more about personal preferences than about the skills needed to perform the job (UCSF, NDI).

In order to facilitate tolerance in the workplace organizations should institute programs related to diversity training for both employees and managers. These programs should focus on raising awareness of the current demographics in the organization as well as the community and the industry. Sometimes it may be necessary to institute a policy of affirmative action. Affirmative action focuses on specific groups of historical discrimination and emphasizes legal necessity and social responsibility. Organizations face enormous responsibilities for helping women,…… [Read More]


Bear, J.B., & Woolley, a.W. (2011, June). The role of gender in team collaboration and performance. Interdisciplanary science reviews. Vol. 36, Issue 2, 146-153. Retrieved February 26, 2012, from

Jonas, M. (2007, August 5) the downside of diversity. The New York times. Retrieved February 26, 2012, from 

Kurtz, D.L. (2010). Contemporary business. 13th Ed. Hoboken, NJ: John Wiley & Sons Inc.

UCSF. (NDI) Chapter 12: Managing diversity in the workplace. Guide to managing human resources. University of California, San Fransico. Retrieved February 26, 2012, from
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Diversity and Demographics Critical Factors

Words: 1018 Length: 4 Pages Document Type: Term Paper Paper #: 59319746

Thus it is important that diversity initiatives focus on these differences and help individuals understand one another's perspectives in order to maximize understanding and facilitate positive interactions in the workplace.

There are also many stereotypes that exist with regard to gender. There are those for example that believe that men are 'natural leaders' because they are more likely to exhibit traits including aggression and assertiveness. However most of these traits may be attributed more to gender stereotyping rather than the actual ability of a man or a woman to be an effective leader (Essed & Gircour, 1996).

It is vital that a diversity program incorporate a wide range of training mechanisms that help individuals overcome the gender roles that they might feel they are 'assigned' so that there true 'colors' may come out and they can excel as much as possible on a personal and a professional level.

Value and…… [Read More]


Barrick, M.R., Higgins, C.A., Judge, T.A. & Thoresen, C.J. (1999). "The big five personality traits, general mental ability and career success across the life span." Personnel Psychology, 52(3): 621

Essed, P. & Gircour, R. (1996). "Diversity: Gender, color and culture." Amherst:

James, E.H. & Murrell, a.J. (2001). "Gender and diversity in organizations: Past, present and future directions." Sex Roles: A Journal of Research

Klimely, a. (1997). "Diversity programs: Coming of age." Black Enterprise, 27(12):115
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Training Mentoring Training and Mentoring in

Words: 1240 Length: 5 Pages Document Type: Research Proposal Paper #: 13008417

Time Frame

Though individual programs and sessions might have a limited time frame, the most effective organizations utilize ongoing training and mentoring programs, meaning that the time frame for such programs in a true learning organization is purposefully indefinite (Heathfield 2009). New hire training sessions might only last a week or even considerably less, but ongoing mentorship and continued training throughout an individual's time in a specific organization produces both longer-lasting and better-adapted results. There is no limit to the human capacity for learning and change, and this should most definitely be taken into account when attempting to establish an adequate time frame for such programs, especially in the case of mentoring, where experience continually increases (Heathfield 2009).

Evaluation Methods

Perhaps the most effective method of evaluating the success of a given training or mentoring program is also the most simple and direct -- asking participants what they took away…… [Read More]


Heathfield, S. (2009). "Coaching / Mentoring / Knowledge Management / Learning Organizations." Accessed 25 October 2009.

HR. (2009). "Mentoring." Accessed 25 October 2009.
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Diversity and Culture for Any Organization With

Words: 803 Length: 2 Pages Document Type: Essay Paper #: 67723875

Diversity and Culture

For any organization with the entire globe as its marketplace, the relevance of having a common understanding of culture, beliefs and values cannot be overstated. This is more so the case given that what might work in one country may not work in another. In this text, I come up with a concise definition of diversity. Further, I will amongst other things also discuss the various ways in which an organization can establish a performance culture with an aim of enhancing its chances of achieving organizational goals and objectives.

Diversity: A Concise Definition

For the last two or so decades, gender and race have according to Griffin and Moorhead (2011) been regarded the primary dimensions of diversity most particularly in the U.S. However, as the authors point out, the issues entailed in diversity are broader than this. In basic terms, diversity does not have an assigned definition.…… [Read More]


Daft, R.L. (2009). Organization Theory and Design (10th ed.). Mason, OH: Cengage Learning.

Griffin, R.W. & Moorhead, G. (2011). Organizational Behavior: Managing People and Organizations (10th ed.). Mason, OH: Cengage Learning.
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Training for Diversity

Words: 2035 Length: 7 Pages Document Type: Essay Paper #: 47365783

Diversity training is a funny concept -- we need to teach people about diversity? Is that even a subject? We are all individuals, with unique backgrounds and characteristics, so is it not a step backwards to typecast people based on phenotype, national origin or religion? It's not like we'll ever get the subtle nuances right anyway. The reality is that all organizations experience some sort of diversity, precisely because people are not the same all the world over. In all but the tiniest communities, there are groups with different backgrounds and cultures. When the organization operates globally, the ability to work smoothly with different types of people becomes a critical success factor. Furthermore, what seems like common sense to an intelligent person should be met with the old saw "there's nothing common about common sense." Yes, you have to educate people in the organization about diversity, and the issues therein.…… [Read More]


Chapman, J. (2002). A framework for transformational change in organisations. Leadership and Organization Development Journal. Vol. 23 (1) 16-25.

Ferdman, B. & Brody, S. (1996). Models of diversity training. Handbook of Intercultural Training. Retrieved March 29, 2015 from 

Derald, S. (1991). A model for cultural diversity training. Journal of Counseling & Development. Vol. 70 (1) 99-105.

Scott, S. (2015). Cultural diversity training & education in the workplace. Houston Chronicle. Retrieved March 29, 2015 from
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Diversity Is a Term That

Words: 2411 Length: 6 Pages Document Type: Term Paper Paper #: 32631063

" (Kanani, 2006)

If this can be the case for one city it is evident that by taking up such an ambitious education program nationwide, it is possible to bring about a better understanding in all police forces. The success of the Chicago and the New York police has egged the other states to create such training and induction into their own forces. There are training academies that impart diversity training to its officers. Austin Police Department in Texas has a "Cadet Community Immersion" program which helps officers deal with diverse Austin communities (Kanani, 2006) the greatest effort on record is probably from New York. The department has a strength of 35,000and is the country's largest police force. It has become diverse. The enlisted officers came from various backgrounds from Burma, Turkey, Azerbaijan, Venezuela, and Albania. Earlier the officers were of German, Irish, and Italian backgrounds. (Hays, 2007)

The department…… [Read More]


Hemphill, Hellen; Haines, Ray. (1997) "Discrimination, Harassment, and the Failure of Diversity Training: What to Do Now" Quorum Books. Westport, CT.

Kenney, Dennis Jay; McNamara, Robert P. (1999) "Police and Policing: Contemporary

Issues" Praeger. Westport, CT.

National Research Council; Research on Police Committee to Review. (2004) "Fairness and Effectiveness in Policing: The Evidence" National Academy Press.
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Diversity and Inclusion Learning Journal Activity One

Words: 1344 Length: 4 Pages Document Type: Essay Paper #: 51376457

Diversity and Inclusion: Learning Journal

Activity One: Bias and Judgment

The workplace is becoming increasingly diverse. Numerous laws have been enacted to curb discrimination and make the workplace more inclusive of minorities; however, prejudice and bias still remain a major problem in work settings. In fact, as O'Brien (2013) points out, most people do not even know that they are biased, and so, they do not do anything to correct the same. I took the IAT test for race and gender to determine my degree of bias towards people of different genders and races. The scores and their corresponding interpretations were as follows:

ace: Preference score 2 - I moderately prefer whites to blacks

Warmth Score 6 -- harbor more warmth for whites than blacks

Gender Preference score 1 -- I strongly prefer males to females

Warmth Score 9 -- harbor more warmth for males than females

I partly agree…… [Read More]


Alonso, M. (2012). Best Inclusion Practices: LGBT Diversity. London, UK: Palgrave Macmillan

Community Tool Box. (2014). Strategies and Activities for Reducing Racial Prejudice and Racism. Kaplan University. Retrieved 22 March 2015 from 

O'Brien, R. (2013). Bodies in Revolt: Gender Disability and a Workplace Ethic of Care. New York, NY: Routledge

Stanford Encyclopedia of Philosophy. (2001). Affirmative Action. Stanford Encyclopedia of Philosophy. Retrieved 24 March 2015 from
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Diversity Add the Purpose of

Words: 580 Length: 2 Pages Document Type: Multiple Chapters Paper #: 94485950

Though respondents would be marked as anonymous, each respondent would be distinguished by the notation of several demographic basics beyond identification of the respondent's campus. In addition, notation would be made of the racial or ethnic traits of the subject according to the respondent's own report. Age of the respondent would also be considered here. Additionally, respondents would be asked to note the years of professional experience garnered at the campus in question and would be marked according to the discipline in which each provides instruction. No specific requirements will be used to select these demographics beyond their connection to the respective campuses, but notation of the above-noted demographic traits will help to refine the value of qualitative findings and make these findings subject to greater analytical flexibility.

The sampling frame would be constituted of first responding personnel in place at each school. Perhaps the most distinct advantage to conducting…… [Read More]

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Diversity Education Fostering and Serving

Words: 1647 Length: 6 Pages Document Type: Term Paper Paper #: 94785439

Perhaps the clearest and most direct way to make the reading and general learning experience more personally relevant, however, is to include an analysis of text-to-self-connections in reading lesson plans and tasks. Not only does this lead explicitly to every individual developing their own context for reading a given text, making them consciously aware of the different perspectives that exist in literature and in the wider world, but a lack of ability to connect to specific texts can bring to light subtle yet profound injustices that might exist in he material chosen in many standard curricula (Boyer 1990). In this way, adjustments can be made in the curriculum and one-on-one discussions (or even classroom discussions) can help individual learners connect with texts even through the disparity in culture, class, or age that they might perceive between themselves and the text. That is, the aspect of this separation can itself be…… [Read More]


Baldwin, S.C.; Buchanan, a.M. & Rudisill, M.E. (2007). What Teacher Candidates Learned About Diversity, Social Justice, and Themselves From Service-Learning Experiences. Journal of Teacher Education, 58(4), 315-327

Boyer, E. (1990). Campus Life: In Search of Community. Jossey-Bass.

Farstrup, a.E. (2002). The Value of Diversity. Reading Today, 19.

Grant, C.A. & Sleeter, C.E. (2006). Turning on Learning: Five Approaches for Multicultural Teaching Plans for Race, Class, Gender and Disability. Jossey-Bass.
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Diversity in the Workplace

Words: 1319 Length: 5 Pages Document Type: Term Paper Paper #: 75027048

diversity in the workplace and how it affects those who work at the company. The writer explores the different diverse populations such as gender, age, race and personalities and discusses the problems and benefits of such diversity. The writer also discusses solutions to various problems that may arise.

As the world continues the process of globalization workplace diversity is becoming more and more common. The world will only become grayer as cultural and geographical walls are dismantled and in their place a blended society will emerge. The diversity in the workplace is something that has been addressed in seminars and theory classes for many years but the actuality of its existence on a day-to-day basis is something that is fraught with benefits as well as negatives. Diversity in the workplace can be a positive aspect for any company if it is cultivated as a positive aspect, or it can turn…… [Read More]


Robert M. Roen, Q&A: Defining Workplace Diversity., EEO BiMonthly, Equal Employment Opportunity Career Journal, 02-28-1995, pp PG.

Watkins, Ed, The greening of diversity. (workplace diversity in hotel industry). Vol. 54, Lodging Hospitality, 08-01-1998, pp 10(1).

Johnson, Nancy Brown, Understanding the impact of human resource diversity practices on firm performance., Journal of Managerial Issues, 07-01-2001, pp 177.
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Diversity in a Police Force

Words: 8386 Length: 30 Pages Document Type: Research Proposal Paper #: 74768641

Indeed, even the most outspoken critics of law enforcement will likely be the first to dial "9-1-1" when their homes are being burglarized or members of their families are being attacked, but the fact remains that many police department remain primarily white and male in composition. The impetus for effecting substantive changes in the composition of the nation's police forces will therefore need to be mandated in order for things to change in any meaningful way. The desirability of developing a more diverse police force that reflects the demographic composition of the larger communities they serve has been recognized as an important element in this regard. For instance, as Hood, othstein and Baldwin (2004) emphasize, "Any geographically extended political system can set standards from the center, but diversity in law enforcement is often seen as both necessary and desirable" (p. 175). Although it may be necessary and desirable, there are…… [Read More]


Barlow, David E. And Melissa Hickman Barlow. 1999. "Cultural Diversity Training in Criminal Justice: A Progressive or Conservative Reform?" Social Justice 20(3-4): 69-70.

Bedi, K. And R.K. Agrawal. 2001. "Transforming values for principle-centered living: Evidence from Delhi police personnel." Journal of Power and Ethics 2(2): 103.

Broadnax, Walter D. 2000. Diversity and Affirmative Action in Public Service. Boulder, CO: Westview Press.

Culver, Leigh. 2004. Adapting Police Services to New Immigration. New York: LFB Scholarly Publishing.
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Diversity in the Workplace

Words: 743 Length: 2 Pages Document Type: Essay Paper #: 83188564

The recruitment and retention of diverse candidates isn’t enough of an adequate endeavor to establish thriving diversity. There needs to be a comprehensive plan in place so that these candidates are able to flourish, progress and succeed within the highly competitive workplace of the contemporary law firm. The more festering issue is that leadership of many companies view establishing diversity as simply a thing they are obligated to do, rather than something that will offer direct benefit to their firms. A diverse workforce provides any business with a distinct advantage as each member of staff has had a unique experience in the world and a singular perspective. This paper will discuss the necessary pillars in place that will allow diversity to blossom and succeed within the workforce.

Implementing educational programs within a law firm will provide a solid backbone for diversity to build upon. Every member of the law firm…… [Read More]

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Training of the Metropolitan Police

Words: 12930 Length: 47 Pages Document Type: Term Paper Paper #: 50785881

Based on the foregoing considerations, it is suggested that the DCMP restructure their existing training programs and administration so that a more unified and centralized plan is in place, as well as providing for better instructor qualifications, evaluation, learning retention and more efficient and effective use of resources which are by definition scarce.

These broad general issues were refined for the purposes of this study into the research questions stated below.

esearch Questions

What is the background of the District of Columbia area policy and community relations since World War II?

What are some major problems preventing positive relations between communities and the District of Columbia Metropolitan area police?

Can training programs of the District of Columbia Metropolitan Police Department enhance community relations?

What training modules can be used to enhance relations between surrounding communities in the District of Columbia Metropolitan area law enforcement?

Significance of the Study

esearch Design…… [Read More]


Aben, E.L. (2004, September 13) Local police institution cites linkages with foreign law enforcement agencies. Manila Bulletin, 3.

About OPC. (2008). District of Columbia Office of Police Complaints. [Online]. Available: , a,3,q,495435,occrNav_GID,1469,occrNav,|31085|,.asp.

Bedi, K. & Agrawal, R.K. (2001). Transforming values through Vipassana for principle- centered living: Evidence from Delhi police personnel. Journal of Power and Ethics, 2(2), 103.

Billington, J. (2008, March 7). Officers get crash course. Tulsa World, 1, 3.
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Diversity Important in Health Care

Words: 3805 Length: 14 Pages Document Type: Thesis Paper #: 98981928

The Foundation called specific attention to the prospect of institutional and policy-level strategies to increase the participation of under-represented minorities in the health professions. In response, the Institute Committee on Institutional and Policy-Level Strategies for Increasing the Diversity of the U.S. Healthcare Workforce came out with a report, entitled "In the Nation's Compelling Interest: Ensuring Diversity in the Health Care Workforce." The Committee consisted mostly of academicians, two of whom represented the nursing profession.

In its report, the Committee recognized the importance of increasing racial diversity among health professionals in order to improve access to care, greater patient choice and satisfaction and better educational experiences for practitioners, among other benefits. It also recognized the lack of strategies in reducing institutional and policy-level barriers among health profession educational institutions or HPEIs. In response to the lack, the Committee recommended that health professions education make a clear stand and mission on the…… [Read More]


AHRQ (2007). The national healthcare disparities report, 2006. Agency for Healthcare

Quality and Research, Medscape. Retrieved on June 18, 2009 from

Alabama Nurse (2004). ANA Review: Institute of Medicine report on workforce diversity,
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Diversity Goes Beyond Demographics and

Words: 832 Length: 3 Pages Document Type: Thesis Paper #: 96571299

The second is the business perspective, based on the idea that diversity is beneficial to the firm. Under this perspective, demographic criteria are a proxy for concepts such as different values and belief systems. Businesses benefit from hiring more minorities not because the office looks more balanced, but because minorities offer different perspectives and ideas.

The third research question was "What role does culture play in the definition of diversity?" This is a fairly subjective question. It could be answered on the basis of the literature review, but is not addressed in the survey. The business perspective as noted in the discussion of RQ2 would imply that culture is important. To answer this question properly, however, either study of academic literature (HR journals, sociology journals or management journals) could be conducted, or businesses could be studied/HR practitioners interviewed.

The fourth research question was "Why are women, blacks, Asians, Hispanics, and…… [Read More]

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Expanding Diversity Consciousness

Words: 3776 Length: 12 Pages Document Type: Research Paper Paper #: 64229539

Diversity Consciousness

Expanding Diversity Consciousness

Diversity can be viewed in many ways and it can be experienced in both outer and inner phenomena. We find that diversity of people is present in our dreams, feelings, states, religions, thoughts, ethnicities, ages, political views, sexual orientations and physical abilities. A life can become more sustainable and richer through these differences. We all know that there is not one kind of vegetable, person or point-of-view. In simple words diversity can be defined as a welcoming attitude and an integration of diverse people and elements. This research paper is based on learning, identifying and evaluating diversity practices in any place. I want to explore how the environment and places help people to create and compare their intended purposes.

Expanding Diversity Consciousness


Every state or a country has some ethnic minorities. These minorities are basically the groups that differ in their language, religion or…… [Read More]


Bestelmeyer, B.T., Miller, J.R., & Wiens, J.A. (2007). Applying Species Diversity Theory to Land Management. Ecological Applications, 13, 1750-1761.

Cox, T., & Nkomo, S.M. (1990). Invisible men and women: a status report on race as a variable in organization behavior research. Journal of Organizational Behavior, 11, 419-431.

Harrison, D.A., Price, K.H., & Bell, M.P. (1998). Beyond relational demography: time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41, 96-107.

Janofsky, M. (2005). Gay Rights Battlefields Spread to Public Schools. Retrieved July 21, 2012, from
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Army Diversity

Words: 1634 Length: 5 Pages Document Type: Essay Paper #: 64579170

Diversity-Why is it Important in Army
The term ‘diversity’ has commonly been used to describe the variations in characteristics among two or more individuals; it can cover visible (for instance, age, gender, race) as well as invisible (for instance, knowledge, values, culture) characteristics. Considering the attention paid to diversity by contemporary firms, understanding the reason for this focus on workforce diversity and what it implies within the armed forces personnel management context is valuable (Kamarck, 2017). Within the armed forces, the subject of diversity is complex in nature, conceptually as well as with respect to its administrative and more practical implications. Diversity constitutes one among the biggest and trickiest HR management challenges faced by military HR leaders in the last twenty to thirty years. Increased diversity in the areas of recruitment, employment and development has challenged conventional armed forces organizational principles, standards, outlooks, and beliefs. It has led to the…… [Read More]

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Diversity Socialisation for Newcomers

Words: 1587 Length: 5 Pages Document Type: Essay Paper #: 50387244

Diversity Socialisation for Newcomers
Head of Human Resources
XYZ Investment Limited

Dear Sir,

Re: Diversity Socialisation for Newcomers

The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well as rules and principles pertaining to the organisation. Often, there is little or no attention to workplace diversity issues (Mcmillan-Capehart, 2005; Graybill et al., 2013). This is particularly true for XYZ Investment Limited, a hypothetical investment firm with operations across the U.S. The organisation could be at a considerable disadvantage given that workplace diversity has increasingly become a vital source of competitive advantage for organisations of different sizes and in diverse sectors and industries. Though…… [Read More]

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Diversity Million Dollar Baby and

Words: 1083 Length: 3 Pages Document Type: Essay Paper #: 66062744

Frankie replies by allowing her to keep the bag she is hitting and giving her some hope. Later, Frankie agrees to train Maggie, but still maintains his distance by telling her that he will not be her manager. He even goes so far as to arrange for her to meet a manager, but Maggie insists on Frankie for the entirety of her boxing career, and after getting to know her better, Frankie concedes. Thus, Frankie begins to accept Maggie as he becomes more and more aware of her persistence and determination. His ability to accept her, then, some may argue, is built on her having masculine characteristics. If she were feminine at all, this critic would suppose, he would not accept her. However, this argument can be countered by simply suggesting that no characteristic is inherently feminine or masculine, but that each gender has equal ability to experience many characteristics.…… [Read More]

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Diversity and Individual Differences in

Words: 2536 Length: 8 Pages Document Type: Term Paper Paper #: 24914901

In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy.

To do this, it is suggested by HR Magazine (2005) to focus on the skills needed to do the job rather than a specific personality type to "fit in" with the company culture. If the company is to diversify and grow - issues that are important to the small or medium business - it is important to change paradigms and widen perceptions in terms of race, religion and culture.

The Quest for Equality (within organizations)

Equality is perhaps the greatest and most long-standing quest of…… [Read More]


Diverse Strategies, Inc. (2004). "Corporate Culture and Diversity."

Hartenian, Linda S. (2000, Dec.). "Cultural Diversity in small business: implications for firm performance." Journal of Developmental Entrepreneurship. Online Database:

HR Magazine (2005, Feb.). "Making Diversity Work: 7 steps for defeating bias in the workplace." Online Database:

Lockwood, Nancy R. (2005, Jun). "Workplace Diversity: Leveraging the power of difference for competitive advantage." HR Magazine. Online Database:
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Diversity-Specific Studies in Education Re-Examining

Words: 1102 Length: 3 Pages Document Type: Term Paper Paper #: 90574006

.." (Fluker, 2006). According to research, 90% of faculty and 75% of students enrolled in doctoral religious studies programs in the United States and Canada are Caucasian (American Academy of eligion, 2003). Fluker argues (and rightfully so), "Without racial and ethnic diversity, schools fail to create a positive institutional climate in which students from all backgrounds can succeed. Without racial and ethnic diversity, students fail to meet and learn from role models and mentors they can emulate in their own vocations. Without racial and ethnic diversity, students of all races fail to learn how to relate to the diverse world in which they will live and work after graduation..."

The fourth article "Education Groups Push for Greater Diversity in Teaching Force" defends the fact that "a lack of racial and cultural diversity among teachers is hurting the chances of success for minority students..." (Cox, Matthews & Associates, 2004). esearch suggests…… [Read More]


Cherwitz, R.A. (2004). Capitalizing on unintended consequences: Lessons on diversity from Texas (Reality Check). Peer Review 6 (3), 33-36.

Fluker, S.W. (2006). Diversity delayed, excellence denied. Diverse Issues in Higher Education, 23 (4), 59-60.

Noteworthy News (2004). Education groups push for greater diversity in teaching force. Black Issues in Higher Education, 21(21), 14-15.

Valentin, S. (2006). Addressing diversity in teacher education programs
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Diversity Understanding the Diversity of Students in

Words: 665 Length: 2 Pages Document Type: Term Paper Paper #: 82297653


Understanding the Diversity of Students

In this reading, Garcia talks of how much diversity is affecting education. The issue would seem to be with the students, but more often it is with the teachers. This is largely because most teachers in this country are white and speak English as their only language. In contrast to this, their students are from many different nationalities and backgrounds. They also have different cultural ideas and many speak English as a second language, and often not very well. There are more and more immigrants coming into this country today, and so there are many more children that must be taught. These children are getting an education, but there is some concern over whether they are really getting the high quality of education that they want and need because of language and cultural boundaries that still exist in many schools between teachers and students.…… [Read More]

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Diversity in Social Work in

Words: 2561 Length: 7 Pages Document Type: Term Paper Paper #: 89949674

Knowledge of avenues for community support as well as for physical aid such as shelter and food are vital to providing help, both immediate and long-term, to discriminated populations. I have confidence that between my studies and real-life experiences such as internships and work, that I can gain this knowledge and disperse it amongst clientele.

The fourth role a therapist ought to play is as a "consultant helping clients (and others in their life) find ways to work toward reducing discriminatory practices in the community" (Atkinson,, 1993, pp. 264-270, cited in Cooper and Lesser, 2005, p. 67). This role dovetails with the second role above of being an advocate oneself.

If one is successfully filling the role of advocate, then sharing information on how to participate in the local community, to contact one's officials, and to agitate for change is not a large step. Teaching clients how to successfully…… [Read More]

Works Cited

Atkinson, D.R., Thompson, C.E. And Grant, S.K. 1993. "A three-dimensional model for counseling racial/ethnic minorities," in The Counseling Psychologist, 21(2), 257-277.

Babakan, H. And Gopalkrishan, N. "Posttraumatic experiences of refugee women," in Rabin, C. ed., Understanding Gender and Culture in the Helping Process. Sydney, Thomson Wadsworth.

Banks, J. 2004. "Approaches to Multicultural Curriculum Reform," in Banks,.J and Banks, C., eds. Multicultural Education: Issues and Perspectives. Massachusetts, Wiley.

Banks, J. 2004. "Multicultural Education: Characteristics and Goals," in Banks, J and Banks, C., eds. Multicultural Education: Issues and Perspectives. Massachusetts, Wiley.
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Diversity in Law Enforcement on

Words: 647 Length: 2 Pages Document Type: Article Paper #: 39438219

While some improvements in those strategies have occurred, further improvements are needed. To achieve this ends communities must begin to insist that their police department's leadership seriously seek to discover and eliminate cultural biases, prejudices, and other barriers that impede the ability of the police to effectively deal with cultural differences in the community. As America becomes more culturally diverse and citizens' skin colors begin to meld, the importance of recognizing sameness, rather than difference, becomes imperative.

Alexa Kasdan (2006) believes community groups need to work with police departments to analyze gaps in current recruitment efforts in order to develop new approaches to increase race and gender diversity among law enforcement personnel in their jurisdictions. The focus of recruitment efforts should aim toward building police forces whose members reflect the diversity of the wider society, even in overwhelmingly homogenous communities. Kasdan recommends beginning the process by gathering data to find…… [Read More]


Coderoni, G., R. (2002, November) The realtionship between mulitcultural training for police and effective law enforcement -- Perspective. The FBI law enforcement bulletin. In BNET, The CBS Interactive Business Network. Retrieved October 9, 2010, from;col1 

Jan, T. (2009, July 20). Harvard professor Gates arrested at Cambride home. Metrodesk. Retrieved October 10, 2010, from 

Kasdan, A. (2006, October) Increasing diversity in police departments: Stratigies and tools for human rights commisions and others. Program in Criminal Justice and Management, John F. Kennedy School of Government, Harvard University. Retrieved October 9, 2010, from

Saulny, S., & Brown, R. (2009, July 24) Professor's arrest tests beliefs on racial progress. The NewYork times. New York Times Company. Retrieved October 9, 2010, from
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Diversity in Healthcare A Synopsis

Words: 3232 Length: 12 Pages Document Type: Term Paper Paper #: 80574563

Barak concludes by suggesting that the issue and concept of diversity take on a "special urgency" in human service healthcare organizations among the organization as a whole and staff, and that the organization review its quality of service and commitment to the community in order to truly impact the lives of diverse populations.

Managing Diversity: Best Practices

H Management often works off of the ideals of 'best practices.' This concept is discussed in the next article, "Managing the Diversity evolution: Best Practices for the 21st Century Business." Aronson takes a more general approach to diversity but one that can be applied directly to the healthcare industry nonetheless. Aronson points out many of the trends previously identified with regard to diversity problems in the nation's business climate as a whole. In particular the author points out that diversity issues may stem from a number of causes including cultural differences and systematic…… [Read More]


Aronson, D. (2002). "Managing diversity revolution: Best practices for the 21st century."

Civil Rights Journal, 6(1):46

Barak, M.E.M. (2000). "The inclusive workplace: An ecosystems approach to diversity

Management." Social Work, 45(4):339
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Diversity Consciousness

Words: 1563 Length: 5 Pages Document Type: Essay Paper #: 96144853

Diversity Consciousness

Personal Growth

My reasons for taking this course include personal interest in diversity issues and especially in how diversity impacts social justice.

My diversity awareness has improved significantly after taking this course. The biggest impact the course has had is on opening my eyes to social injustices that continue to occur in the United States. I am more aware of both the causes and effects of injustice, and am more aware of the ways we can improve the society. I have also become aware of different types of diversity, including sexual orientation, gender, socio-economic class, and culture.

My diversity understanding has improved immeasurably. I understand the way a lack of diversity can harm an organization, as it is less capable of making sensible decisions. I also understand that diversity has a positive impact on all types of societies and organizations because people need to be exposed to different…… [Read More]


"Benefits of a Diverse Workplace," (n.d.). One Workplace Equal Rights. Retrieved online:

Green, K.A., Lopez, M., Wysocki, A. & Kepner, K. (2012). Diversity in the workplace. EDIS. Retrieved online:

Mayhew, R. (n.d.). Communication and diversity in the workplace. Houston Chronicle. Retrieved online: 

Phillips, K. (2009). Diversity helps your business: But not the way you think. Forbes. Retrieved online:
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Diversity Pros and Cons Diversity

Words: 992 Length: 3 Pages Document Type: Term Paper Paper #: 27226731

And more women and people with disabilities will be on the job." (Cited on "Building and Maintaining a Diverse and High Quality orkforce," 2000, Diversity Guide Homepage)


The difficulties of creating a diverse workforce in proportion to the larger population should not be underestimated, however necessary a more representational workforce may be. First there is the question of what 'America' is the workplace mirroring -- that of the regional population, if it is a small company, or that of the international community that a multibillion dollar enterprise strives to serve? Proportional representation must be judged in relation to the type of company, its outreach, and the pool of available competent workers.

Secondly, a highly diverse environment may undercut the benefits of a cohesive organizational culture, if steps are not taken to continue to create a sense of common purpose. Thirdly, too strictly relying upon proportionality can result in hiring…… [Read More]

Works Cited

Michael Boyd. (2006) "Achieving Diversity in the Workforce." CIO Magazine. Retrieved 12 Aug 2006 at 

Building and Maintaining a Diverse and High Quality Workforce." (25 Jun 2000) Diversity Guide Homepage. Retrieved 12 Aug 2006 at 

Melissa Lauber. (1998) "Studies show Diversity in the Workplace is Profitable." Retrieved 12 Aug 2006 at 

Wentling, R.M. & N. Palma-Rivas. "Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspectives." MDS-1082 Study. Retrieved 12 Aug 2006 at
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Diversity What Is Diversity The Term Diversity

Words: 623 Length: 2 Pages Document Type: Essay Paper #: 11355502


What is Diversity?

The term diversity refers to the combination of ethnicities, cultures, genders and ages within a large or small group of individuals.

List and discuss the six areas that Cox and Blake proposed as reasons for valuing diversity. What other reasons for valuing diversity can be added to this list?

Cost -- The failure to effectively diversify an organization's human resources almost always comes with substantial costs. Most often, minorities are overlooked in the workplace and become highly dissatisfied in their positions; thus causing high turnover rates.

Resource Acquisition -- Knowing that members of cultural minorities represent growing segments of the labor force, it is important for firms to effective consider and subsequently acquire these valuable resources.

Marketing -- An organization's capacity to appreciate its diverse workforce will directly carry over into marketing efforts to diverse consumer groups.

Creativity and Problem Solving -- People from different cultural…… [Read More]

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Diversity Issues in Schools That

Words: 3345 Length: 12 Pages Document Type: Term Paper Paper #: 74862249

According to these authorities, "Workplace stressors often have detrimental effects on faculty job satisfaction and may lead to decisions to leave the institution or to leave higher education entirely. Although some degree of turnover is inevitable and perhaps desirable, high rates of faculty turnover can be costly to the reputation of an institution and to the quality of instruction" (p. 776). In many cases, the very faculty members that are adversely affected in this fashion are those the school district can least afford to lose, with a concomitant negative effect on those teachers who remain: "Too often the faculty who leave are those the institution would prefer to retain. Additional negative consequences of faculty turnover include costs for recruiting replacements, reduced integration within the academic department, disruption of course offerings, and diminished morale among those employees who remain in the organization" (Daly & Dee, p. 777).

In reality, the outcomes…… [Read More]


Aper, J.P. & Fry, J.E. (2003). Post-tenure review at graduate institutions in the United States: Recommendations and reality. Journal of Higher Education, 74(3), 241.

Becton, J.B. & Schraeder, M. (2004). Participant input into rater selection: Potential effects on the quality and acceptance of ratings in the context of 360-degree feedback. Public Personnel Management, 33(1), 23.

Broadnax, W.D. (2000). Diversity and affirmative action in public service. Boulder, CO: Westview Press.

Brownell, M.T., Ross, D.D., Colon, E.P., & Mccallum, C.L. (2005). Critical features of special education teacher preparation: A comparison with general teacher education. Journal of Special Education, 38(4), 242.
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Diversity Proposal Consideration Ethics Diversity Proposal Choose

Words: 616 Length: 2 Pages Document Type: Essay Paper #: 31948552

Diversity Proposal

Consideration Ethics Diversity Proposal Choose ethical considerations diversity considerations affecting division. Write a proposal HR director. Provide details considerations. Justify important strategic HRM planning process.

Two ethics proposals: Diversity consideration

This organization is an EEOC-compliant employer and strives to incorporate diversity into its hiring practices and general worldview. Diversity is an important, stated goal for the organization and is a factor that is taken under consideration when making hiring decisions. The organization takes an active role in recruiting from colleges with substantial minority populations and its promotional literature paints an inclusive portrait of the organization, visually and verbally.

However, one problem with our organization is that while it has a strong record in recruiting minority candidates, it is lacking in terms of its capacity to retain them. This means at the upper levels of management, minority candidates are not represented in the corporate hierarchy. This creates, to some…… [Read More]

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Diversity and Motivation

Words: 2196 Length: 5 Pages Document Type: Term Paper Paper #: 29801649

Diversity and Motivation

Human esources Manager of a good company would have an extremely responsible job on his shoulders. He would, in essence, be responsible for the well being of the employees of the company as well as for their efficient working in a manner that would bring profit for the company and not a loss. If he were to neglect his duties, the company would suffer, as would the employees. The success and proper utilization of the tremendous responsibility of the human resources manager lies in his understanding and grasp of the major concerns of the company he is working for, as well as certain management issues that would prove beneficial for the better functioning of the company. The primary concern of the manager of today must be an understanding of 'workplace diversity'.

What is diversity? It is the basic concept that no matter whom you are or what…… [Read More]


Employee Motivation in the Workplace" (2004) Retrieved at Accessed on 12 September, 2004

Employee Rewards" Retrieved at Accessed on 12 September, 2004

Executive Information Systems" Retrieved at  on 12 September, 2004

Improve Your Company Performance" Retrieved at Accessed on 12 September, 2004
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Training Handbook

Words: 1516 Length: 5 Pages Document Type: Research Paper Paper #: 58334099

Training Handbook

The diversity of technology today has resulted to a high demand for specialized information. This computer maintenance and training handbook provide detailed technical information on the computer systems available within the organization. The significance of the handbook is to enlighten and guide both specialized and non-specialized employees to handle computer system with care. This will be instrumental in expanding the lifespan of the systems, as well as, their usability across the organization. The minimal use of non-technical terms is aimed at encouraging usability of the computer maintenance and training handbook.

Environmental concerns

They are three main environmental concerns that are raised by the use of computer system across the world. The first is the energy consumption of the computer and other peripheral devices that are used together with the computer. The second is the environmental implication of the physical components on disposal. The toxin introduced to the environment…… [Read More]

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Diversity in the Workplace Given

Words: 491 Length: 2 Pages Document Type: Essay Paper #: 2197899

Cox models have be used by many organizations to deal with conflict resolution issues, including those with diverse populations. In Cox analysis, the change model for work on company diversity has provided an effective approach to establishing and maintaining diversity in workplaces. hen we review this issue, leadership is the key aspect here because this situation raises core questions about the company leadership's philosophy, vision, strategy and integration. Leadership in such situations has been found to be critical in guiding organizations during times of social change, especially with regard to dealing with diverse populations in work places. In such situations, sensitivity training has been successful if combined with a cost benefits analysis. hile it might be "nice" to treat people with respect, it has statistically been proven that such efforts are enhanced when employee stakeholders find that the issue impacts their own bottom lines. They, they have a personal stake…… [Read More]

Works Cited

Cox, Taylor. (1991). The multicultural organization. Academy of Executive Management, 5 (2), 37-47.

Facts about discrimination based on sexual orientation. (2011).

Retrieved from .
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Diversity of All the Challenges

Words: 360 Length: 1 Pages Document Type: Term Paper Paper #: 1128243

This helps individuals to feel as if they do not have to choose between being good parents or good employees. It gives them personal places to connect with their families and areas to de-stress and reinvigorate their minds and body over the course of the workday. Also, incorporating education about different cultures and attitudes is another effective strategy for management. This can increase the ability for work not to simply seem like work, but to be invigorating for the individual's mind and life development. On a macro level, workplace education helps the corporate organization create better employees and better teams, and also may even help with their global strategy. For example, a Japanese-American woman who can discuss, during a sensitivity training session, her parent's different attitudes to aging, health, and medicine, and gender relations might give ideas to an advertising team later on how to pitch a new product to…… [Read More]

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Diversity Challenges Scenario 1 Overview

Words: 1088 Length: 3 Pages Document Type: Term Paper Paper #: 46898930

Title VII of the Civil Rights Act of 1964 "bans discrimination, including sex-based discrimination, by trade unions, schools, or employers that are involved in interstate commerce or that do business with the federal government" the Civil Rights Act of 1964 prohibits discrimination in a broad array of private conduct including public accommodations, governmental services and education. One section of the Act, referred to as Title VII, prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment (Loevy 1997).

However, Title VII provides than an employer must reasonably accommodate an employee's religious beliefs and practices unless doing so would cause undue hardship on the business. As an employee were are obligated to try to resolve any conflict if possible. We would…… [Read More]


Religious Accommodation in the Workplace. (2012). Anti-Defamation League -- Religious Freedom Resources. Retrieved from:  / resource_kit/religion_workplace.asp

Loevy, R., eds., (1997). The Civil Rights Act of 1964: The Passage of the Law That

Ended Racial Segregation. State University Press of New York.
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Diversity in Organizations

Words: 972 Length: 3 Pages Document Type: Term Paper Paper #: 93670970

Diversity in Organizations

The Ambivalent Sexism Inventory (ASI) provides a tool to assess the attitudes and expectations of individuals in relation gender stereotypes and to generate a quantifiable score measuring the degree of latent gender hostility based on those scores. More specifically, there are two measures generated by this instrument: the first is a score of hostile sexism that corresponds to negative feelings toward women; the send is benevolent sexism that corresponds to those aspects of attitudes about gender that could be considered positive. The meaning of the hostile sexism measure is obvious and straightforward; however, benevolent sexism is also related to hostility simply because it is a product of differential expectations based on gender. Therefore, even ostensibly positive aspects of gender-oriented attitudinal difference correspond to hostility, especially in connection with deviations from gender-based roles and expectations.


Naturally, ASI scores are likely to vary considerably from culture to culture…… [Read More]


Healey, J.F. (2009). Race, Ethnicity, Gender, and Class: The Sociology of Group

Conflict and Change. Thousand Oaks, CA: Pine Forge.

Henslin, J.M. (2008). Essentials of Sociology: A Down-to-Earth Approach. Boston:

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Training and Development Plan Week Two Exercise

Words: 337 Length: 1 Pages Document Type: Essay Paper #: 74246969

Training and Development Plan for New Employees

To familiarize new employees with the organization and, hence, ensure that they get off to a good start.

Overview of the Company -- Brief History, Mission, Vision, Objectives

Overview of Key Policies

Safety Training -- Emergency Procedures and General esponsibilities

Day 2 to Day 4

General Administrative Policies and Procedures

eview of the Tasks Specific to the Position

eview of Performance Expectations

Day 5 to Day 15

Job-Specific/Departmental Orientation

Peer Critique

Being an on-the-job training and development plan, the post fails to offer a complete and detailed checklist of key items -- effectively comprising the ability of the plan to achieve its desired objectives. A well-designed on-the-job training and development plan should include parameters for enhanced performance and identify key areas for intervention. The relevance of clear timelines cannot, also, be overstated. Essentially, having in place a well-designed training and development plan is…… [Read More]


Jackson, S., Schuler, R. & Werner, S. (2011). Managing Human Resources (11th ed.). Mason, OH: Cengage Learning.
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Diversity and Innovation Diversity Is

Words: 666 Length: 2 Pages Document Type: Article Review Paper #: 74697072

"Such an approach, at that time, would have meant risk taking," Smith writes. Apparently the very nature of bureaucracy tends to reject risk-taking, Smith explains. Still, in time, many of the suggestions from the 1970s have been implemented in the subsequent years.

hy does diversity affect innovation? According to Smith, diversity affects innovation because it affects "technical, organizational and institutional learning and contributes to the knowledge base of the economy" (Smith). Technical diversity suggests that because a variety of products and technologies exist and in turn they represent differing kinds of knowledge. ithout that knowledge part of the economy's knowledge base disappears along with technical options. "Diversity generates novelty and affects the learning capability of the economy" (Smith).

An article in the International Journal of Business Strategy (Bouncken, et al., 2008) states that companies wishing to "increase their innovations on international markets" can and do bring in "cross-cultural innovation teams"…… [Read More]

Works Cited

Bouncken, Ricarda B., Ratzmann, Martin, and Winkler, Viviane a. 2008. Cross-Cultural

Innovation teams: Effects of Four types of Attitudes Towards Diversity. International Journal of Business Strategy 8 (2): 26-37.

Dalton, Catherine M. 2006. The Face of Diversity is More than Skin Deep.

Smith, Janet. 1999. Equality, Innovation and Diversity. European Journal of Education 34 (4).
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Diversity as a Barrier to Group Psychotherapy

Words: 3329 Length: 10 Pages Document Type: Research Paper Paper #: 60383525

Diversity as a Barrier to Group Psychotherapy

According to the Center for Collegiate Mental Health, the psychopathology of college students, and their demand for counseling services in university college centers (UCCs) has risen substantially over the last decade (Center for Collegiate Mental Health, 2014). Well, there are number of reasons why this is so. The most significant of these perhaps is that the modern-day college student faces significant psychological concerns in the form of anxiety, depression, substance abuse, suicidal ideation, and history of hospitalization resulting from lifestyle factors. It is reported, for instance, that between 15 and 20% of college students today suffer from depressive symptoms, compared to between 5 and 6% ten years ago (Center for Collegiate Mental Health, 2014). For this reason, most UCCs have adopted and expanded the use of group psychotherapy platforms as an alternative to the traditional individual psychotherapy in a bid to address the…… [Read More]


Lee, J. (2014). Asian International Students' Barriers to Joining Group Counseling. International Journal of Group Psychotherapy, 64(4), 444-464.

Perez, S.M., Yang, K.Y., Edelman, M.W. & Jones, J.M. (2014). South-East Asian-American Children: Not the Model Minority. Children of Immigrant Families, 14(2), 121-137.

Peters, S. (2015). Barriers to Group Psychotherapy for Lesbian, Gay, and Bisexual College Students. Professional Dissertation (Wright State University). Retrieved July 14, 2015 from!etd.send_file?accession=wsupsych1434388016&disposition=inline

Riva, M. (2013). Emphasizing Training and Supervision. The Group Psychologist, 23(1), 1-24.
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Training and Development Underwood Ryan

Words: 785 Length: 2 Pages Document Type: Term Paper Paper #: 50995794

The author states that, over the course of workshops designed to elicit preferences, tastes, and feelings, he "remained the odd man out. I'm pursuing my dream career already, while everyone else (aside perhaps from the publicist) had come searching for answers to a particular set of problems and concerns. Skepticism may be the proper mind-set with which to enter into a coaching relationship, but you have to want to be coached. I didn't. I was just some jerk trying to play along. The group felt it. I felt it. So after one lost weekend, I didn't need any coaching to decide not to return for a second one." (Underwood, 2005, 85)

This desire on the part of the participant to want coaching thus is vital -- individauls must be motivated to seek advice and to execute that advice, whether motivated by the prospect of a promotion or orgaizational loyalty. But…… [Read More]

Works Cited

Underwood, Ryan. (February 2005) "Are you being coached?" Fast Company. Feb 2005 Issue 91: p.83. Retrieved 8 Feb 2005 at 

Underwood, Ryan. (February 2005) "Coaching School Dropout." Fast Company. Feb 2005 Issue 91: p.85. Retrieved 8 Feb 2005 at
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Diversity People Across All Nations

Words: 554 Length: 2 Pages Document Type: Term Paper Paper #: 39111647

In fact, there have been a number of women who have proven themselves capable of leading the country. In the Philippines, there was former president Corazon Aquino and the current president Gloria-Macapagal Arroyo who both have proven that they can be in control and bring back the glory to the country. Other countries that have had a woman president as are: India, Chile, Liberia, Finland, Panama, Sri Lanka and Ireland.

Hence, it is already proven that any woman has a chance of becoming a president if she can prove that she is credible and capable of doing so. omen are perceived as an equal ally of men nowadays. They are not anymore the weaker sex. They have already gained the respect and trust by the populace - men and women, young and adults.

This goes the same with the idea of having a black man as a president. Any black…… [Read More]

Works Cited

Schuler, a.J. 2001. Tips for Successful Cross-Culture Communication.
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Managing Diversity

Words: 4114 Length: 12 Pages Document Type: Research Paper Paper #: 16049563

Managing Diversity

Diversity is a fact of American and International business and is a broader, more complex issue than one might initially believe. A universally vital element of global commerce, Diversity has spawned an abundance of theorists, journals and specialists, some of whom are encountered in this composition. Addressing the remarkable breadth and complexity of Diversity, this essay reviews: the nature of Diversity; legally protected classes within the United States; aspects of Diversity that fall outside the scope of U.S. legal protections; the benefits of Diversity for employers; the differences/challenges presented by Diversity for employers; general business adjustments/accommodations for Diversity; and suggested specific business adjustments/accommodations for Diversity. Though this work cannot exhaustively address all aspects of Diversity, it is meant to give a good overview of modern businesses' Diversity issues and possible solutions.


Nature of Diversity:

"Diversity" involves legally protected classes of people but also involves other classes of…… [Read More]

Works Cited

Akbari, H. (2008). Education business professionals for year 2010 and beyond: Six critical management themes and skills to emphasize. International Business & Economics Research Journal, 7(7), 57-62.

Comperatore, E., & Nerone, F. (2008). Coping with different generations in the workplace. Journal of Business & Economic Research, 6(6), 15-30.

Domina, C.S. (2011). Our strength is in our Diversity: Fact or fancy? Journal of Diversity Management, 6(1), 1-9.

Figiel, V.L., & Kummel Sasser, M.A. (2010). Factors contributing to employee decisions to ignore Diversity policies. Journal of Diversity Management, 5(4), 11-17.
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Promoting Diversity in Education Diversity

Words: 2100 Length: 7 Pages Document Type: Essay Paper #: 28897164

One of the most difficult and fundamental problems this presents is a language barrier, as many of the minority students are from Hispanic households and some only recently arrived in the country. In contrast, we only have 2 Hispanic employees, both of whom work in food service, and two teachers, one of whom is the ESL teacher, who speak Spanish. If we were to have a diversity-centered recruitment program, these children may find themselves more accurately represented by the teacher population, and would also have more options for expressing themselves clearly and being understood correctly.

The need for training is also clear, though there is some resistance to it among the longer-serving teachers. While all of the teachers have the best intentions to be non-biased and inclusive in their teaching and evaluating, there is a lack of information about cultural differences that sometime hinders them. For instance, Victor Hernandez (2010)…… [Read More]


Parker, W. (2003) Teaching democracy: unity and diversity in public life. New York, NY: Columbia University Press.

Cole, D. And Ahmadi, S. (March/April 2010) Reconsidering campus diversity: an examination of Muslim students' experiences. The Journal of Higher Education, Vol. 81, No. 2, 121-139.

Shudak, N. (Sept 2010) Diversity in teacher education: a double helix. Academic Questions, Vol. 23, Issue 3, 348-355.

Lee, J. (June 2010) Students' perceptions of and satisfaction with faculty diversity. College Student Journal, Vol. 44, Issue 2.
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Human Resources Development and Training

Words: 1624 Length: 6 Pages Document Type: Term Paper Paper #: 86644691

Off the job training is implemented in a location different from the actual place of employment. The more common methods of off the job training include the day releases (through which the employees take the day off work to engage in the training program), distance learning, block release courses, sandwich courses or self-study. The main advantages of this method are that the quality of the results is increased, as the commitment is also higher. Additionally, the trainees come to capitalize on the expertise of various specialists and can become more knowledgeable and confident employees. Still, despite these advantages, off the job training is not suitable for diversity efforts at the Police Departments; it is costly and it induces the loss of work (Tutor2U).

Last, the behavioral methods of training include processes such as games and simulations, behavior modeling efforts, business games, case studies, equipment stimulators or role plays (Training and…… [Read More]


Oskamp, S., 2000, Reducing prejudice and discrimination, Routledge

Homan, M.S., 2010, Promoting community change: making it happen in the real world, 5th edition, Cengage Learning

Nkomo, S.M., Fotter, M.D., McAfee, R.B., 2010, Human resource management applications, 7th edition, Cengage Learning

People management -- types and methods of training at work, Tutor2U,  accessed on June 6, 2012