...Diversidade e Socialização nas Organizações: a inclusão e permanência de pessoas com deficiência Autoria: Victor de la Paz Richarte Martinez, Ana Cristina Limongi França Resumo O objetivo deste trabalho é analisar as estratégias de socialização na inclusão e permanência de pessoas com deficiência empregadas como cotistas sob a lei 8213/91. Desta forma, estudam-se as contribuições de Van Maanen (1989) sobre socialização e no que tange à diversidade, faz-se um retrospecto de impactos da diversidade nas organizações sob a ótica de diversos autores, com destaque à Cox (2001) e Golembiewski (1995). A partir dos modelos conceituais destes estudos realizou-se o estudo de campo com 21 profissionais da Vicunha S.A, empresa do segmento têxtil, nas unidades São Manuel e São Paulo. O levantamento de campo teve um desenho de verticalidade hierárquica da gestão. O CEO e a Gerente de Recursos Humanos da Unidade Central fizeram parte da amostra. Na unidade São Manuel a amostra foi composta de onze Pessoas com deficiência, cinco Gestores diretos, a Consultora de RH e o Gerente geral da unidade. Os instrumentos de coleta de dados primários foram: entrevistas semi-estruturadas individuais, grupais e grupos focais. A interpretação dos dados se deu por meio da análise de conteúdo categorial (Bardin, 1977). Os achados de pesquisa apontam relatos da importância da atenção aos processos de socialização para a eficácia da gestão da diversidade. Pode-se concluir que a estratégia informal/coletiva foi...
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...This paper is focused on understanding diversity management by the principles of Human Resource Management (HRM). Researches throw light on the fact that there are still problems existing at workplaces regarding equality, and HRM has focused only on just meeting up with the requirements of Equal Employment Opportunity (EEO), there has been negligence visible in managing diversity in an organization. The proposed framework here is of how to manage workforce with diversity and especially when people with disability are involved in the workforce of a company. In such condition, special care needs to be taken in order to make them feel at par with other employees by providing them with equal opportunities. It is for any organization to attract,...
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...Diversity in the Workplace Wendy Fowler Diversity in the Workplace Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language, religious beliefs, life stages, education, career responsibilities, sexual orientation, personality and marital status (Leonard 2013). Workplace diversity builds on the traditional principles of equal employment opportunity (EEO). While EEO focuses on ensuring that all people have access to employment opportunities and conditions, diversity means accepting, welcoming and valuing the differences essential in every individual and recognizing the contribution that a diverse workforce can make to organizational effectiveness and performance. To understand how diversity affects the work place let us look at different types of diversity which includes differences in skill and abilities, values and attitudes, occupation differences, and age. Different Types...
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...CULTURAL DIVERSITY INSERVICE Although we are all unique humans, we are also influenced by multicultural factors. It is vital that we as service providers develop awareness of how issues such as language, gender, ethnicity/race, spirituality, sexual orientation, age, physical or emotional issues, socioeconomic situation, and experience with trauma affect the way you and your clients construct meaning in the world. Cultural Diversity - refers to the unique characteristics that all of us possess that distinguish us as individuals and identify us as belonging to a group or groups. Diversity transcends concepts of race, ethnicity, socio-economic, gender, religion, sexual orientation, disability and age. Diversity offers strength and richness to the whole (Hastings Institute). According to Cathy Chamberlain, diversity is “otherness,” or those human qualities that are different from our own and outside the groups to which we belong, yet are present in other individuals and groups. It is important to distinguish between the primary and secondary dimensions of diversity. Diversity - Strength is not only in the similarities, but also in the differences. Disability Culture - People with disabilities have forged a group identity. We share a common history of oppression and a common bond of resilience. We generate art, music, literature, and other expressions of our lives and our culture, infused from our experience of disability. Most importantly, we are...
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...DIVERSITY IN THE WORKPLACE What is a diverse work place? Well, a diverse workplace could be a place that has mixture of gender, age, ethnicity, disability and other dimensions of diversity. I didn’t know that diversity included disability or even other dimensions of diversity. Well according to our HR book other dimension is a person’s sexual orientation. (DENISI/GRIFFIN, 2011) Sexual orientation means a person's sexual identity in relation to the gender to which they are attracted; the fact of being heterosexual, homosexual, or bisexual. Benefits of Diversity in the Workplace. A diverse workforce drives economic growth which is beneficial to all the valuable markets. We have in the United States a big growth in more women, racial and ethnic minorities, and gay and transgender going into the workforce. A diverse workforce can have a better share of consumer market. By bringing in a diverse group of employees it brings together different experiences that can be more marketable to consumers. Recruiting from a diverse pool of candidates means a more qualified workforce. A diverse and inclusive workforce helps businesses avoid employee turnover costs. Diversity fosters a more creative and innovative workforce. Businesses need to adapt to our changing nation to be competitive in the economic market. Diversity is a key aspect of entrepreneurialism. Diversity in business ownership, particularly among women of color, is way to moving our economy forward. Diversity...
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...The Americans with Disability Act (ADA) John Doe BUSI 526 October 1, 2011 The Americans with Disability Act (ADA) Introduction The Americans with Disabilities Act of 1990 (ADA) prohibits employers with 15 employees or more from discrimination on the basis of disability. The Act applies to all aspects of employment, including applications, hiring, training, discharge and compensation, among others (Dessler 2011). In 2008 the Act was amended creating the ADA Amendments Act of 2008. The amendment clarified the definition of disability and expanded coverage to impairments that limit routine life activities. Significantly, the amendment holds that adaptive aides and conditions that are in remission or are mitigated by medical therapy have no bearing on disability determination (USAB 2011). This paper will explore the origins of the ADA, its history, some of the controversies that surround it, new thinking about organizational theory and future trends. History of the ADA The ADA can be traced to the work of Frank and Lillian Galbreth, pioneers in organizational psychology and ergonomics. During the early 20th century this husband and wife team evaluated motion studies that were first done by Fredrick Taylor (Morgan 1998). The Galbreths went beyond Taylor’s work of simply examining techniques used by high performers and established training methods based on their findings. They used the cutting edge technology of motion pictures to examine how the human...
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...income level, to mention a few, it is equally important that specifics demographics factors that are applicable to the unique aspects of the organization are exclusively examined as the organization lays out its objectives, strategies, and operational procedures. In this paper, based on a benchmark research, we will describe the effect of demographic factors on organizational planning, analyze the role that they play in organizational conflicts, and examine their influence on individual rewards and recognitions. Various companies utilize demographics to establish organizational cultures, while minimizing the conflicts that accompany each unique demographic factor. Executives plan strategies that will implement change that can produce the diversity within their organization that can yield a broader range of consumer and workforce that will bring longevity to each organization in an ever-changing global business world. Certain key concepts allow us to identify these concepts within each of these companies such as changing the patterns and views of...
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...| | |WORK EFFECTIVELY WITH DIVERSITY | | | | | | | |Teacher: Ian Parker | | | |Presented by: | |Barbara Cullen 1002450 | |and | |My Linh Du 1002156 | CONTENTS Introduction 3 Diversity Of Languages 4 Diversity Of Religion And Spiritual Beliefs 4 Diversity Of Race 5 Diversity Of Physical Of Differences 5 Diversity Of Disability 6 Conclusion 7 References 8 INTRODUCTION With the vast knowledge in technology the world has and uses today, there is no doubt that transport, import and export industries will boom. People are becoming so reliant on people of other countries in the world. Depending on, for example, the agricultural...
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...Disability Discrimination In The Workplace Joe Walters University of Phoenix Dr. Casey Reason May 15, 2013 Introduction The prevalence of disability discrimination in today’s workforce is an important topic in any place of employment. Surveys have been conducted that reveal nearly twenty percent of employers believe that the most significant barriers that disabled people face in finding and securing employment are inaccurate stereotypes and negative attitudes (Roessler, et al., 2007). When individuals are not employed because of some disability, it denies the disabled worker the right to earn an income to provide for their needs as well as their families and it deprives individuals of contributing to society (McCary, 2005). McCary points out that 21 million Americans with disabilities is the largest minority population in the United States. 20 years after the American with Disabilities Act was signed into law, nearly 40 percent of working-age men and women with disabilities were unemployed (2005). As a response to the high rate of unemployment, in 1990 the American with Disabilities Act was passed (ADA) (Ledvinka, 2010). This paper focuses on the importance of disabled people in the workplace, the role that legislation has played to stop discrimination, and what can be done to prevent future discrimination. Court Cases and Legal Protection In 1973 Congress passed the Vocational Rehabilitation Act to regulate issues concerning disability...
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...r n a l h o m e p a g e : w w w. e l s ev i e r. c o m / l o c a t e / h u m r e s Diversity in organizations: Where are we now and where are we going? Lynn M. Shore ⁎, Beth G. Chung-Herrera, Michelle A. Dean, Karen Holcombe Ehrhart, Don I. Jung, Amy E. Randel, Gangaram Singh Institute for Inclusiveness and Diversity in Organizations, Department of Management, College of Business Administration, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182, USA a r t i c l e i n f o Keywords: Diversity Inclusiveness a b s t r a c t A great deal of research has focused on workforce diversity. Despite an increasing number of studies, few consistent conclusions have yet to be reached about the antecedents and outcomes of diversity. Likewise, research on different dimensions of diversity (e.g., age, race, gender, sexual orientation, disability, and culture) has mostly evolved independently. Therefore, the purpose of this review is to examine each of these dimensions of diversity to describe common themes across dimensions and to develop an integrative model of diversity. © 2008 Elsevier Inc. All rights reserved. While the term “workforce diversity” is commonly used in scholarly articles as well as in the popular press, the focus and scope of the research is both varied and broad. Until recently, most studies have focused on a single dimension of diversity (e.g., age, sex, race) in a domestic, typically U.S. context. In a world of globalization...
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...Diversity In Organizations: Disability. Disability can be descibed as a person who has a physical or mental condition that limits their movements, senses, or activities. We use the terms 'mental' and 'physical' to describe disabilities. This definition is very broad though, and we will look at how organizations integrate people affected by disabilities in their organizations. In Ireland, The Disability Act 2005, aimed to persuade public and private compnaies to be proactive about employing people with disabilities within their organizations. In Taiwan, The People With Disabilities Rights Protection Act 2007, staetes that disabled people must comprise at least 1% of the work force at private organizations, and at least 3% of government offices over a certain size (67 employees), including public schools and state-owned enterprises. In The U.S., the Americans With Disabilities Act ADA, was introduced in 1990. The ADA immediately led to a surge in the amount of people classified as disabled joining the workforce. The ADA states that employers must mate 'reasonable accommodations' to their working environments for people with disabilities. It can be hard to measure the the relationship between disability and employment because the definiton of disabled is so broad. Just think of certain neurological disorders that are impossible to notice at a glance, like depression, addiction, or other personality disorders. The Equal Employment Commission in the US uses 'physical or mental...
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...Practice of human service across different cultures Sarahi Alvarenga 05 July 2013 Walden University Cultural diversity refers to the process through which different cultures respect other people’s differences and the variety of human cultures or societies. In general, cultural diversity therefore refers to the existence of different value systems and multiplicity of subcultures in a multicultural or plural society or any other setting. Cultural diversity therefore calls for people to appreciate other people’s culture by respecting their way of life and the way they perform their different rituals, taboos and other cultural practices (Lee, et al, 2011). One of the most important developments in the history of Human service has been the realization that many overall markets are up of significantly different groups Culture may be defined as ‘ The way of life of a people ,including their attitudes , values , beliefs , arts, sciences, modes of perception , and habits of thought and activity .Culture defines how individuals live and behave in an environment and how their perceptions are shaped which affect the mutual relationship between both the individuals who are part of that environment and those who interact with that environment .For organizations , cultural differences are becoming more and more important . With globalization, workforce diversity has increased and cultural impacts are shaping organization‘s performance. These cultural differences have profound impact...
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...Thinking About Diversity and Inclusion Michelle Ann Cushman SOC/315 August 18, 2014 Shannon Burke, MA Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. Some of the dimensions of cultural diversity are racial groups, religious groups, gender groups, and ethnic group. Age group could be one of the groups too. The differences and similarities between the groups must be dealt with very carefully. It is very important to focus on the whole, rather than some of the groups. It can vary, as it is very possible to belong to more than one group. Building a connection is just one dimension of diversity. The school districts structure the motivation for all different kids and people with skills and training which puts the inclusion in strategy, all of the training and skills must be considered at all times when creating a diverse at the workplace that I work with. I am glad that they are not pushing anybody away no matter who they are and what they do because they are different from everybody else like myself. With what ethnic, cultural, or other groups do you identify? Describe what members of your social circle have in common. My ethnic group in my dad's mom family is from another country that celebrates Christmas after we do every year and we use to celebrate two Christmas which is ours and his mom's. They go to different churches for each Christmas and New...
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...Understanding Diversity to Create Successful Libraries A Review of Literature Veronica Espinoza SLIS 5000 Dr. O’Connor University of North Texas August 5, 2012 Abstract Within our country, the diverse users who visit libraries and seek information services from their librarians are many. Within the 21st century dynamic demographics are creating diverse communities which bring significant challenges in our library systems. In order to target the needs of diverse users, librarians and information professionals are taking on a multifaceted approach. This approach requires librarians to provide a variety of quality information services to diverse users while advocating diversity standards. The manner in which diverse users will be best served by librarians will fall upon the understanding and employment of four relevant criteria. The advocacy of successful programs and community support systems, diverse collection development, implementation of guidelines and legislation, and targeted diversity training for librarians and staff are all needed in order for librarians to adequately serve those diverse user population groups within their library communities. Introduction In the information field, librarians are taking important steps to stay relevant and effective to those users living in a 21st century environment who require information services. The makeup of users however, is a fluid reality...
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...importantly, NL&C hired me to examine current HRD diversity development and redesign diversity strategy plans where needed to ensure alignment with the Equal Employment Opportunity Commission (EEOC) and American with Disabilities Act of 1990 (ADA) rules and regulations are in compliance within the organization. (CTUonline , 2010) Diversity Constraints NL&C has several disabled employees of which I arranged meeting with them individually. Over the course of the meeting, I uncovered that many of the disabled workers felt treated unfairly due to their physical in capabilities. Although, I did not have all the facts to address their claims I reassured them that the human resource department would work diligently to get to the matter. None-the-less, I have to admit that this present situation is very new to me; therefore, I had to research the topic further to explore the positive benchmarking techniques and discussions that have rendered affirmative results from other companies and their employees. Case Study (not sure what to do about this first sentence)It was brought to my attention of exploratory finding that have yield positive result for diversity strategic planning; was a business faced with similar diversity adversities sited in an article called the “1996 Follow-up Report of Sears, Roebuck And Company” by Peter David Blanck. The report document timeline range from 1978 to 1995 of the company diversity...
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