Free Essay

Graduate

In: Business and Management

Submitted By lindamarie
Words 3665
Pages 15
Cornell University ILR School

DigitalCommons@ILR
Student Works

ILR Collection

Spring 2013

Which Organizations are Best in Class in
Managing Diversity and Inclusion, and What Does their Path of Success Look Like?
Pin Zhou
Cornell University

Daniel Dongjin Park
Cornell University

Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/student
Part of the Human Resources Management Commons
This Article is brought to you for free and open access by the ILR Collection at DigitalCommons@ILR. It has been accepted for inclusion in Student
Works by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu.

Which Organizations are Best in Class in Managing Diversity and
Inclusion, and What Does their Path of Success Look Like?
Abstract

Question: Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’?
Keywords

human resources, diversity, inclusion
Disciplines

Human Resources Management
Comments

Suggested Citation
Zhou, P. & Park, D. (2013). Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/student/46/ Required Publisher Statement
Copyright by the authors.

This article is available at DigitalCommons@ILR: http://digitalcommons.ilr.cornell.edu/student/46

To: Dagmar Daubner (dagmar.daubner@heineken.com)
From: Pin Zhou (pz72@cornell.edu) & Daniel Dongjin Park (dp458@cornell.edu)
Date: Mar. 29th, 2013

Executive Summary

Question
Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’?
Introduction:
Many companies are or were used to be listed as best companies in diversity management by rankings published by various agencies. Some arise in recent years with aggressive diversity approaches; some remained on the lists over time, regardless of competition and social/economic changes. The following are the identified a few that received extensive recognition in diversity management, followed by a comprehensive analysis of criteria that measure the best.
Best US-Based Companies
1

PepsiCo : PepsiCo is recognized as among the first companies that realized the importance of people of color in workforce. The company started equal opportunity initiatives in1940s, followed by diversity initiatives lead by CEOs to address workplace diversity. More significant improvements were achieved under CEO Steve Reinemund’s leadership in the 2000s:




Phase 1: Measuring diversity (2000-2003)
By building up a business cases for diversity, setting a scorecard to track diversity performance, and by overcoming resistance, PepsiCo’s diversity strategy gained success in both increasing revenue and enabling managements’ a mindset of diversity.
Phase 2: Changing the culture (2003-2006)
Efforts were made to change the company’s culture to be inviting and engaging for every employee.
Every executive was assigned as sponsor for a minority group. Performance metrics were further revised which weighed “business results” and “people results” equally.
2

IBM : To meet talent management challenges and business need, IBM implemented task force strategy:





Step 1: 8 executive-level task forces were created to represent constituencies of IBM employees (Asian, Black,
Gay and Lesbian, etc.) Each was assigned an executive sponsor and two or more executive co-chairs.
Step 2: Task forces worked independently to identify diversity issues for their workforce as well as possible solutions. Communication efforts were made to involve every employee.
Step 3: Task forces reported findings and recommendations. Changes were made to address identified issues.
Step 4: Diversity initiatives were connected with business operation (marketing, business partnership, building competitiveness, ect.). Positive business results were achieved through identifying and winning new markets.
3, 4

Deloitte & Touche : Deloitte has been recognized as the pioneer in addressing gender diversity since
1990s. It used task force strategy to indentify gender gaps, utilizing executive sponsorship to ensure involvement top-down. It then implemented various initiatives to increase women representation in leadership rank. The company went a long way to achieve its current status, and gained wide

reorganization as one of the best employers for women.

Best Europe-Based Companies
5

Royal Dutch Shell :






1996: Shell’s first diversity initiative was implemented in to comply with legal requirements.
2001: The first Global Diversity and Inclusion standard was set up (in response to other companies’ similar policies and Shell’s previous positive result).
2005: Three global D&I targets (gender, nationally and inclusion) were set up. Communication of D&I were enabled via various channels. Training was provided corporate-wide.
2006: Global Diversity and Inclusion standard was embedded into Shell’s HR guideline “Shell People
Standard”.
2009: A team of dedicated D&I professionals was created to support Shell’s D&I activities. Implementation of
D&I was adapted to local requirements.
6

Sodexo Inc. :




2001: Sodexo’s efforts into diversity were firstly triggered by a lawsuit involving discrimination in. It then started developing diversity capacity in various HR management aspects, including training, staffing, talent management. It also emphasized leadership engagement in this phase.
2005: the company decided to make diversity a global initiative, and adopted a country-by-country strategy to customize the US model to local needs.
2007-2011: The company had developed diversity priorities focused on five different dimensions of difference from a global perspective: gender, race/ethnicity, sexual orientation, disabilities, and age.

Measures for Diversity & Inclusion


Background: In terms of measuring the effectiveness of diversity and inclusion, there exists two types of metrics: 1) external benchmarks defined by D&I awards & ranking publications and
2) firms’ internal metrics to measure the success of their own D&I initiatives.



Criteria for External Evaluation:






In order to be recognized as ‘best in class’ company in diversity management, the external evaluation criteria are important because a reputable diversity ranking system provides credibility based on accumulated historical data and objective peer group comparison. More importantly, external recognition contributes to the companies’ effort in building strong employer brand for talent market and favorable image to other stakeholders such as investors and customers.
7
Calvert Investments , a mutual fund firm that invests in companies that engage in sustainable and responsible practices, use 10 criteria to evaluate companies’ diversity effectiveness including Equal
Employment Opportunity (EEO) policy, diversity of the highest-paid executives, overall corporate
8
commitment and etc. DiversityInc , which has published ‘Top 50 companies for diversity’ over a decade, use four criteria: CEO Commitment, Human Capital, Supplier Diversity and Communications.
9
Finally, Catalyst Award , every year, implements research on companies’ D&I initiatives, especially for women and select champion companies with vigorous recruitment, development, and advancement of women. They focus on 7 criteria including Strategy & Rationale, Senior Leadership Activities and
Measurable Results. (Detailed evaluation criteria are described in Appendix)
However, some publications adopt very general survey for its readers to select best companies for
10
diversity. For example, Equal Opportunity Magazine’s Top 50 companies where many Fortune 500 companies such as GE and IBM appear in the list, ask its readers a simple question: “list the top three companies or government agencies where you would most like to work or that you believe would

provide a positive working environment for members of minority groups.” This implies that managing overall jobseekers’ perception and image toward companies’ D&I effort is as critical as managing specific D&I metrics.


Criteria for Internal Analysis: On the other hand, different companies use a variety of metrics for diversity according to their business strategy, diversity goals and geographic/demographic/legal environment. Some
11
illustrations are as follows. Shell , which has operation presence worldwide, closely monitors proportion of
12
local nationals in senior leadership positions. The Coca-Cola, who has received 100% score of the Human
Rights Campaign’s Corporate Equality Index for the last 7 consecutive years, has been tracking certified LGBT13 owned vendors since 2011. Finally, Unilever focuses on gender diversity because women accounts for 75% of the consumer base. Therefore, the company emphasizes metrics such as proportion of female employees/senior leaders, promotion and retention rate so that the company could effectively address the needs of female consumers. Conclusion
Different companies have adopted different paths and approaches in diversity management based on their business objectives, demographic and geographic contexts. While some companies maintain and manage global diversity initiatives, some companies give local subsidiaries large room for customization to meet their specific diversity goals. Also, those best-in-class companies have succeeded in meeting various evaluation criteria of diversity awards or ranking system. However, companies alsoe monitor and manage their own diversity metrics aligned with their business objectives. REFERENCES
1. Thomas, D. A., & Creary, S. J. (2009). Meeting the diversity challenge at PepsiCo: The steve reinemund era. Harvard Business School (Hrsg.)
Abstract: This case profiles PepsiCo's diversity journey under the leadership of former chairman and
CEO Steve Reinemund who instituted diversity as one of the company's strategic imperatives. It demonstrates the ways in which Reinemund partnered with his leadership team and employees throughout the organization to make diversity a key factor in PepsiCo's culture and performance.
[ABSTRACT FROM AUTHOR]
2. Kanji, A., & Thomas, D. A. (2004). IBM's diversity strategy: Bridging the workplace and the marketplace. Harvard Business School (Hrsg.)
Abstract: Explores how IBM incorporated diversity into its business strategy, making the case that workforce diversity is critical to marketing its products and services to its customers. It demonstrates how a company can implement an effective diversity strategy and integrates it into its overall business strategy. [ABSTRACT FROM AUTHOR]
3. Roessner, J. (1999). Deloitte & touche (A): A hole in the pipeline. Harvard Business School (Hrsg.):
Case Study, (300-012)
Abstract: Deloitte & Touche was losing talented women, and CEO Mike Cook wanted to stop the loss, especially as the accounting and consulting fields became more competitive. The firm

commissioned an analysis of the situation; now it had to consider the results and develop a plan change. [ABSTRACT FROM AUTHOR]
4. Kanter, R. M., & Roessner, J. (2003). Deloitte & touche (B): Changing the workplace. Harvard
Business School (Hrsg.)
Abstract: Deloitte & Touche women's initiative changed the workplace culture at the firm, solved retention problems, and brought external benefits. Now a new CEO must decide how to take this a step further as competition for talent was even stronger, young people had different needs and aspirations, and the firm's global offices had not yet embraced this U.S. initiative. [ABSTRACT
FROM AUTHOR]
5. Sucher, S., & Beyersdorfer, D. (2011). Global diversity and inclusion at Royal Dutch shell (A): The impact of restructuring. Harvard Business School General Management Unit Case, (611-051)
Abstract: Royal Dutch Shell has been among the early players to implement diversity and inclusion policies in the 1990s, first in the U.S. and then globally. In May 2009, Peter Voser, CFO and soon-to-be CEO, wants to adjust the company's business, headcount and cost levels to adapt to changing economic conditions after one of the worst economic downturns in decades. His allmale Executive Committee has raised eyebrows since it is a step back from that of his predecessor, and he must decide whether to continue to promote the firm's emphasis on global diversity and inclusion while it restructures its business and reduces its managerial workforce.
[ABSTRACT FROM AUTHOR]
6. Thomas, D. A., & Creary, S. J. (2011). Shifting the diversity climate: The sodexo solution. Harvard
Business School (Hrsg.).
Abstract: This case profiles the evolution of Sodexo's diversity initiatives. It illustrates different stages
Sodex went through to achieve its global diversity success.
7. Calvert Investments. (2013). Examining the cracks in the ceiling: A Survey of Corporate Diversity
Practices of the S&P 100.
Abstract: Calvert Investments generated company scores based on publicly available information from company websites and sustainability reports, SEC filings, and outside publications such as
Diversity Inc., Working Mother magazine, and the Human Rights Campaign Corporate Equality
Index. As part of the research process, Calvert also contacted all S&P 100 companies to confirm and/or adjust the data that it collected. The report contains the logic and diversity criteria how the company evaluated and scored the S&P 100 companies.
8. DiversityInc. (~2013). DiversityInc Top 50 Survey FAQs. (http://www.diversityinc.com/diversityinctop-50-survey-faqs/)
Abstract: This FAQ page explains about how the ranking survey operates including the 4 key criteria the company use to evaluate diversity efforts of the survey participants.
9. Catalyst. (2013). 2014 Catalyst Award Application
(http://www.catalyst.org/uploads/2014_awardapplication.pdf)

Abstract: The Catalyst.org holds annual Catalyst Award and publishes the result. The 2014 Catalyst
Award Application form provides information on previous award winners, how to apply, award evaluation process and contact information of the association.
10. Equal Opportunity. (2013). Readers Choice-A Top 50 Employer. Equal Opportunity Magazine
Abstract: Equal Opportunity Magazine, launched in 1968, is a career-guidance and recruitment magazine offered at no charge to qualified African American, Hispanic, Native-American, and AsianAmerican college students and professionals in all career disciplines. Readers of Equal
Opportunity were asked to name the employers, both in the private and public sectors, for whom they would most like to work or that they believe would provide a positive working environment for members of minority groups. The employers of choice are listed according to the frequency they were cited by respondents.
11. Shell. (2011). Social Data. Company Sustainability Report 2011.
(http://reports.shell.com/sustainability-report/2011/ourperformance/socialdata.html?cat=m)
Abstract: Shell’s recent sustainability report (2011) discloses what kinds of diversity metrics the company monitors and tries to improve. It also shows the company’s overall diversity initiatives.

12. Chad Griffin, Chairperson. (2013). Corporate Equality Index 2013 Report. Human Rights Campaign.
Abstract: Human Rights Campaign Foundation’s 2013 Corporate Equality Index is the national benchmarking tool on corporate policies and practices related to LGBT employees. The CEI report, released each fall, provides an in-depth analysis and rating of large U.S. employers and their policies and practices pertinent to lesbian, gay, bisexual and transgender employees.
13.

Unilever.
(2013).
Promoting living/ourpeople/diversity/) Diversity.

(http://www.unilever.com/sustainable-

Abstract: Unilever’s website explains its diversity strategy-focus on gender diversity- and company’s recent achievement and external recognition.

APPENDIX
1.

Calvert Investments (Source: March 2013, Calvert Investments, Examining the cracks in the ceiling: A
Survey of Corporate Diversity Practices of the S&P 100)
Criteria

Remarks

Equal
Employment
Opportunity
(EEO) Policy

Equal Employment Opportunity (EEO) Policy measures the extent to which a company institutionalizes equal opportunity for its
LGBT workforce. While companies are legally mandated to protect employees on the basis of characteristics such as gender and race, they are not federally required to do so for sexual orientation and gender identity.

Internal
Diversity
Initiatives

Internal Diversity Initiatives measures the extent to which companies offer programs that target and develop women and minority employees and encourage their growth up the corporate ladder. The particular elements include: mandatory diversity training, leadership development, mentoring, and employee resource groups (ERGs).

External
Diversity
Initiatives

External Diversity Initiatives assesses what types of corporate strategies are offered to recruit from diverse groups and form mutually beneficial relationships with women and minority entrepreneurs. Scope
Diversity
Initiatives

of

Scope of Diversity Initiatives measures the breadth of internal and external corporate diversity strategies. The specific types of groups include: LGBT, disabled, ethnicity, and gender.

Family
Friendly
Benefits

Family Friendly Benefits measures the number of programs offered that accommodate working families and adapt to the changing structures of contemporary households. This indicator measures flex work, adoption assistance, dependent care, and domestic partner benefits.

EEO-1
Disclosure

EEO-1 Disclosure examines the availability of data detailing employee demographics.

Highest-Paid
Executives

Highest-Paid Executives evaluates the diversity of a company’s five highest-paid executive officers and measures both women and minorities in this group of senior executives.

Board
Representation

Board Representation assesses the diversity of a company’s board of directors.
This indicator accounts for both women and minority representation in the boardroom. Director
Selection
Criteria

Director Selection Criteria evaluates the specific language in company director nominating guidelines that discloses whether women and minorities are routinely sought as candidates for the board.

Overall
Corporate
Commitment

Overall Corporate Commitment examines structures that govern inclusion strategies across all company operations. In evaluating this indicator, we look for board oversight of diversity programs, an established diversity council,
CEO and/or Chair involvement in inclusion initiatives, and compensation plans that specifically involve meeting diversity objectives.

2.

DiversityInc Top 50
(Source: About The DiversityInc Top 50 http://www.diversityinc.com/about-the-diversityinc-top-50)
Criteria

Remarks

CEO Commitment to
Diversity Management
Workforce Diversity &
Human Capital

Five levels of management, promotions in and into management Corporate/Organizational
Communications

Mentoring, resource consistency/effectiveness initiatives Supplier Diversity

3.

Accountability, personal communications, visibility

Spend with M/WBE companies, including companies owned by LGBTs, people with disabilities, veterans

groups, philanthropy, of diversity-management Catalyst Awards
(Source: 2014 Catalyst Award http://www.catalyst.org/uploads/2014_awardapplication.pdf)
Criteria

Strategy
Rationale

Remarks

and

• Provide your organization’s overall business strategy. How is the initiative integrated with the strategy? Do you have specific diversity and inclusion goals, and how, if at all, have these evolved over time?
• What is the business rationale for the initiative? How does the initiative support business goals?
• How was it developed, and who was involved?
• Does your diversity and inclusion work encompass community and/or corporate social responsibility activities?
• How are diversity and inclusion efforts integrated into core talent processes? Senior
Leadership
Activities

• Who are the leaders of the initiative, and what are their roles in the organization as well as in relation to the initiative?
• Be specific about how they visibly support the initiative (e.g., sponsoring initiative components, attending training/development courses).
• What is the role of the CEO or Managing Partner/Director?
• What is the role of the Board of Directors and/or any external advisory groups? • What evidence can you provide to show that senior leadership commitment will be sustained over time?
• What leadership behaviors and activities support their commitment?

Accountability and Transparency

• Who is held accountable for the success of the initiative, and how?
• Please describe in detail what groups and/or councils oversee initiative progress as well as how accountability varies by level.
• What specific mechanisms or tools are used to ensure accountability and/or to measure progress (e.g., links to compensation/bonus, ties to promotion/advancement opportunities)?
• What specific communication efforts help employees understand accountability systems?
• How do these mechanisms ensure the success of the initiative?

Communication

• How do managers and employees learn about the business rationale for the initiative and its components? What kinds of communication mechanisms are utilized, and about what efforts?
• How does the organization’s leadership communicate its commitment to the initiative?
• How transparent are the initiative components and how broadly are they communicated? What are the communication mechanisms (e.g., organization’s intranet, public website, town-hall meetings, newsletters, or other electronic/printed media) and frequency with which they are disseminated organization-wide? Is two-way communication and participation encouraged? Provide specific examples.

Employee
Engagement

• What levels of employees are involved in the leadership of the initiative?
How are employees prepared and empowered to be leaders?
• How are employees included in strategy and implementation?
• What evidence is there of support for the initiative throughout the organization and in what ways? How is your company leveraging champions to promote change? Provide stories. What evidence do you have that employee attitudes have changed as a result of the initiative
(e.g., employee survey data showing change over time)?
• Are employees at different job levels held responsible for specific components of the initiative? How so?

Innovation

• Please describe in detail the ways in which aspect(s) of this initiative are innovative. For example, how does your initiative demonstrate new and different approaches, particularly in to the context of your industry and/or culture? • How does this initiative provide new knowledge to the business community and to other companies that wish to implement diversity programs? a. Change Outcomes Data

Measurable Results

• Attrition data, Retention data, Employee survey results, Recruitment data, Succession-planning pools, Promotion data
• Other specialized data related to the change effort, programs, and/or policies of the initiative
b. Workforce Representation Data
• Table for data is provided in the application form

Additional Reading

Age diversity in employment: Guidance and case studies (1999). DfEE Publications, Annesley,
Nottingham, England.

Abstract: Provides guidance and case studies for the Code of Practice on Age Diversity in Employment introduced in the United Kingdom. Reviews specific practices and provides examples of best practices in regard to recruitment (including advertisements, application forms, and recruitment agencies), selection (including interviews and references), promotion, training and development
(including review of training needs, providing opportunities, and reviewing staff development), redundancy (including the avoidance or minimization of compulsory redundancies), and retirement (including pensions, preretirement support, early retirement, and flexible retirement).
A listing of contact information for related organizations is included. [ABSTRACT FROM
SOURCE]

Global Diversity and Inclusion: Perceptions, Practices and Attitudes (2009). SHRM: survey publications.

Abstract: In today's increasingly globalized marketplace, a "one size fits all" model for Diversity
Management is dangerously outdated. How does the meaning of "Diversity & Inclusion" change from region to region? How do multinational corporations successfully manage their Diversity &
Inclusion efforts around the globe? Which underrepresented groups are a global priority in these efforts? This study captures the thinking of Diversity executives and practitioners from around the globe around these and other pressing questions. [ABSTRACT FROM SOURCE]

Taylor, P. (2006). Employment initiatives for an ageing workforce in the EU15. European Foundation for the Improvement of Living and Working Conditions.

Abstract: Effective action to improve the employment conditions of older workers involves government policies at different levels, the social partners and social dialogue, organisations and companies and, of course, older workers themselves. Within companies in the EU15, policies and practices designed to improve opportunities for older workers and to extend working life have developed significantly over the last decade. This report examines the experience of companies that have been long-standing examples of good practice in age management and analyses the drivers and outcomes of workplace developments over the last decade. [ABSTRACT FROM SOURCE]

Similar Documents

Free Essay

The Graduate

...Mike Nichol’s “The Graduate” A Real Graduate In Mike Nichol’s, “The Graduate” Ben (a shy, antisocial, college graduate) who attended school on the east coast for four years -more than likely to get away from his parents- returns home to his family and a life full of high expectations, confusion, and a love triangle. Most parents who want their children to be successful, ideally, would not want to have full control over their child’s career path. Unfortunately, this is not the case for Ben. The day he came home his parents threw him a graduation party -considering none of his real friends were invited- that was really for Mr. Braddock’s (Ben’s father) friends and business partners to associate. Though, the average 20 year old would be thrilled to receive a car for graduating college (or on any occasion for that matter). When Ben’s parents surprised him with an Alfa Romeo or as his dad’s guests might say “A wop-job” he didn’t seem too excited. After he became irritated with all the bogus compliments about graduating college, he raced up to his room to escape the madness. Thinking he was alone, Mrs. Robinson (one of Mr. Braddock’s business partners) walked into Ben’s room intentionally and exclaimed, “Oh I’m sorry, I thought this was the bathroom.” Afraid of her impeccable presence and his lack of experience with a woman, Ben becomes extremely nervous as she bluntly invited herself to sit on his bed. But her demanding tone of voice and her promiscuous personality was just the first...

Words: 1455 - Pages: 6

Premium Essay

The Graduate

...The Graduate (1967) Mise en scene is an every complex technic that director Mike Nichols usually to portray seduction Between the main charterers of The Graduate (1967) The film follows the protagonist Benjamin Braddock (Dustin Hoffman), As a recent college graduate who has achieved High standard and remain intellectually focus until recently he struggles to find a way in his life. Benjamin was force to drive Mrs. Robinson home, which leads to the seduction scene. As they walk in Mrs. Robinson seduces Ben and lets him know that she is available by the way she acquired of her jacket . She stalls him with drinks, puts on some music, As she open her legs with the director shooting a low angle to show that Mrs. Robinson is in control. Ones Mrs. Robinson feels that she losing control of Benjamin she force him upstairs. Next thing he knows, Mrs. Robinson has locked the door and is standing before him, glaring naked with Benjamin point of view shoot which the director show that Mrs. Robinson change his mind when led him to the hotel room the next day. In The scene when Benjamin encountered Mrs. Robinson in the hotel room, the shot was taken so seriously, with such stylish of clothing and the energy the humor is just fantastic. Mrs. Robinson's waiting to blow out her mouthful of smoke the way she focuses on rubbing the stain off her collar made Benjamin bang his head, This show how cleverly Mrs. Robinson stimulations Ben into doing what she wants. Benjamin as a confused and isolated...

Words: 275 - Pages: 2

Free Essay

The Graduate

...The Graduate The Graduate is 1967 film that was based on a 1963 novel, The Graduate. I have viewed both the screenplay and the trailer of this film. The trailer took important scenes and presented them in such ways that could actually change the plot of the movie in some ways. The trailer combined so many key shots of the film that gives you just enough to engage you emotionally and spark your curiosity. As the trailer begins you immediately hear an asynchronous sound (Sikov, 79) of background music. The song playing is The song of Silence by Simon & Garfunkel (wikipedia.com). The trailer opens up with a long shot of a young man sitting outside in front of a fountain and there’s a flag waving right above him. The camera then cuts to an extreme long high shot to capture the entire landscape of the university and students walking around the campus behind the young man. The next few shots are various close-up shots complied together that shows several people coming up to Ben rubbing his head and hugging him congratulating him on his graduation. You hear a one lady ask him “what are you going to do now?” And his reply was “I was going to go upstairs for a minute”. This showed that he was definitely clueless that the question pertained to his future career. In the first thirty seconds of the trailer you are already aware that the movie is based on a guy named Ben who just graduated college and with only a few spoken words you can derive to the conclusion that he is undecided...

Words: 2204 - Pages: 9

Free Essay

The Graduate

...Pool Sequence of ‘The Graduate’ “Well, I would say that I’m just drifting. Here in the pool.” says Benjamin Braddock to his father halfway through Mike Nichols’ film The Graduate. Water, and the pool itself become an integral part of Benjamin’s character and it allows the viewer a window into his psyche. None more so, than during the backyard party held by his parents and their friends for his 21st birthday where Benjamin is forced to don a scuba suit and demonstrate its uses. The beautifully crafted sequence clearly illustrates his frame of mind and the divide he feels between himself and the older adults in his life. Throughout the film Ben is reluctant to morph himself to fit into the mold that his father sees as being the appropriate way to transitions into adulthood. Ben’s reluctance and Mr. Braddock’s persistence is clearly evident in the pool sequence. Ben is embarrassed to leave the solace of the house in the silly scuba gear while his father is keen on showing off his son to his friends. Due to heavy coercion, Ben finally emerges from the house with the wet suit and we see through his point of view which is very restricted because of the scuba mask. All Ben can see is the partygoers cheering him on to take a dive into the pool. This technique along with the lack of sound is highly effective in illustrating Ben’s feeling of claustrophobia and isolation that suburban society forces onto him. The sound before the POV shot is of Mr. Braddock’s voice hyping up the situation...

Words: 537 - Pages: 3

Premium Essay

Graduate

...Graduate Study Challenges and Strategies for Personal Success Introduction to Graduate Study in Health Sciences/HCS504 John Dean Graduate Study Challenges and Strategies for Personal Success Many people nowadays want to accomplish many things in their lives for personal and professional growth. Some people can achieve these goals, but others have obstacles that come along the way in where their dreams can either change or diminish. Even though some goals/dreams do not come true I believe that we should never give up because who knows what can come along. My personal and professional goals at this time are to accomplish my Master’s degree and advance into the DNP program. Another personal goal is to get into one of the good hospitals in the city and work as a nurse with babies or Pediatrics. The third personal goal is to get married and have a family. These three goals are some of my main goals at this point in my life, especially to have a family, as I am at a point in my life that family becomes important. I know there will be some obstacles that will come through my life of pursing my goals, but with God, the support of my family, and my persistence I know that I can accomplish these goals. Reasons to Pursue Graduate Study Education is an important aspect in our lives. It gives us knowledge, skills, and personal growth so that we can be successful. My reasons for pursing a graduate study is for personal growth, to gain more knowledge in regard to my nursing career,...

Words: 1276 - Pages: 6

Premium Essay

Film Analysis of "The Graduate"

...Film Analysis of “The Graduate” The 1967 film by Mike Nicoles “The Graduate” is about Benjamin Braddock, a recent college graduate, who is at a crossroads in his life. He is caught between adolescence and adulthood searching for the meaning of his upper middle class suburban world of his parents. He then began a sexual relationship with the wife of his father’s business partner, Mrs. Robinson. Uncomfortable with his sexuality, Benjamin and Mrs. Robinson continue an affair during which she asked him to stay away from her daughter, Elaine. Things became complicated when Benjamin was pushed to go out with Elaine and he falls in love with her. Mrs. Robinson sabotaged the relationship and eventually the affair between Mrs. Robinson and Benjamin is discovered. Understandably, Elaine runs back to college. Benjamin follows her to school determined not to let her get away and ultimately disrupted her wedding. In the end, Elaine runs off with Benjamin uncertain about her pre-determined destination. “The Graduate” cannot possibly begin to unravel the several very complex themes that run throughout the film. The coming of age story as the film attempted to relay a message of innocent being push in an unwanted direction through a society filled with expectations. It focuses on the development and the maturing of the young college graduate and his journey from child to adult as well as sex and relationship. It captures what it is to be young, restless, skeptical and confused. It is reflective...

Words: 2040 - Pages: 9

Free Essay

Graduate Programs

...The expectations of students are much higher in graduate school. Many programs have a bi-yearly review process where your work is evaluated and critiqued. The results of this review could lead to your dismissal from the program if you have not met the department's expectations. Writing becomes extremely important as you prepare to execute your thesis in your last year. Projects and presentations are stepped up as well. Learning to do comprehensive and thorough research is a large part of what your graduate study is about. Research in graduate school goes to a different depth than in your undergraduate study and the expectations of your research will be high. Classes are usually smaller in graduate school. You can no longer hide among the masses of students that were present in undergraduate school. Class participation is counted as a larger percentage of your grade. Graduate students are asked to evaluate and form opinions and questions about subject matter and be able to discuss them in class. There is a greater sense of professionalism in graduate school. This level of education is where more intense career training takes place and you will be asked to conduct yourself professionally. You may also be asked to leave off your casual to sloppy student attire and dress in a more professional manner. The biggest difference between graduate and undergraduate school is in the thesis or dissertation. A thesis or dissertation is a large research and writing project that can be...

Words: 334 - Pages: 2

Free Essay

Graduate Courses

...There are some major difference between undergraduate and graduate courses. The graduate school is more intense and rigorous academically than undergraduate studies, but at the same time graduate school represents a rewarding experience. As graduate students, we are expected to demonstrate high quality results, better skills, self-motivation, professionalism, independent thinking, research and how to manage our time. I remember the main focus of undergraduate program was general knowledge and introduction of new information. While I was in nursing school, I didn’t work. I was a full time student and I had the opportunity to live with my wonderful parents who always offered me financial and emotional support. As a graduate student, I will apply to this course the knowledge that I acquired from the undergraduate school and also the experience that I have of being working in different hospitals. I will be more dedicated, responsible, self-motivated and with better time management skills. I consider a graduate learning community differ from an undergraduate learning community in diverse aspects such as age, experience, motivation and professionalism. Most of the students in graduate school have a much wider age range. Some of them may already have many years of work experience in the field that they are studying or are likely to have spouses, children and other family’s responsibilities. I would describe a graduate learning community as a group of students or even faculty instructors...

Words: 265 - Pages: 2

Premium Essay

Graduate Essay

...Growing up, I aspired to be a princess. I assumed, like most rational five year olds, that not only was being a princess an actual career path but that it was the only career path for a girl like me. I could wear beautiful gowns, prance around in tiaras and tell people what to do. What’s not to love? Sadly, that dream came to abrupt halt when my mom found it necessary to inform me that I was mistaken, that the odds of me becoming an actual princess were quite miniscule. Luckily, children are resilient and I recovered from this heartbreak quite quickly. Through growth and maturity, I soon set my sites on higher aspirations and announced that I would be one of the following: a doctor, a lawyer, a fashion designer or a hybrid of all three. To most, that list of possible career paths might seem all over the place with very little, if anything, in common. However, most people would be wrong. All three potential careers were positions of leadership, of being in charge, something that appeals to me as much today as it did when I was five years old, dreaming of being a princess. Working in retail was never part of my long-term career goals until I attended the University of Montevallo. In fact, the idea of working in retail past the age of twenty-two sounded almost painful. Working on weekends and on holidays? Who would subject themselves to such torture? Yet, at the age of twenty I found myself enrolling in Montevallo’s Retail Merchandising and Business program with a smile on face...

Words: 1505 - Pages: 7

Premium Essay

The Graduate Program.

...The Graduate Degree   JaNeice Brown   COM/516   March 24, 2014   Instructor Lynn Davis                               The Graduate Program.   A good graduate program provides their students with necessary skills, tools and resources to be successful.  The program will employ staff and instructors that enjoy teaching and guiding students.  Standards within the program are equal to others in nation and prepare the student for a working environment. Public speaking skills and writing skills are improved though the learning process. Some programs go over and beyond with ensure their students are accurately ready for the beyond the program. The goals set by the student and program will allow the student to be organized to gain completion of their goals and degree. Time management and the ability to focus are characteristics of a great student.  Extra resources and programs such as, seminars, classes, workshops and online resources are at the deposal of the student. The University of Phoenix exceeds these characteristics. The University provides their students with tools and resources such as Task Stream, e portfolio, online resource and the library.  The team assignments give students the opportunity to interact with different personalities.  They are one of the many universities that go over and beyond by preparing their students with reading material and articles such as, "Stay Cool When Things Get Hot: How to Communicate and Present Your Ideas More Effectively"...

Words: 440 - Pages: 2

Premium Essay

Graduate Studies

...Graduate Study Challenges and Strategies for Personal Success 2you HCS/504 April 8, 2013 Graduate Study Challenges and Strategies for Personal Success Pursuing a graduate degree creates many opportunities and comes with many challenges, such as balancing work and attending school and adjusting to the increased workload of school (M. Schlemper, 2011). Finding balance with time management and stress management can be a challenge within itself. Now that I have decided to make this important decision to pursue my educational goals to obtain a Master’s degree in nursing there were several questions that I had to ask of myself. How am I going to afford school, how do I manage my schedule, how do I keep my family intact and most importantly how do I maintain my sanity? I researched several schools to view the various programs offered. Applied for financial aid and discussed my educational goals with my employer and spouse. Every person has a reason for pursuing a graduate degree, for some it is to enhance their career path and others it is a requirement of their organization. These reasons can be personal or professional, which include a feeling of achievement and personal success and increasing their competency (Plunkett Iwasiw & Keer, 2010). Personal and professional reasons for acquiring a graduate degree was so that I could advance my career path as well as enhance my knowledge base and be able to provide an evidence base practice that is required to keep up with the...

Words: 1063 - Pages: 5

Premium Essay

Graduate Advisory

...NYU Wasserman Center Graduate Student Advisory Board Fall 2014-Spring 2015 Application The Wasserman Center is in search of outstanding graduate (Master’s and PhD) student volunteers to join the Graduate Student Advisory Board! This student advisory board partners directly with the Wasserman team to address the career goals and needs of graduate students across the university. As a volunteer board member, your efforts will be dedicated to enhancing graduate student professional development. You will be able to share specific insights about your graduate program and find opportunities for the Wasserman Center to support career-related events within your department. What are the benefits? • Leadership experience and the ability to use your talents to make a difference with your peers • Partner directly with the Wasserman team on marketing strategies, workshop/seminar creation, and event planning What are the requirements? • Enrolled in a Master’s or PhD program with a graduation date of May 2015 or later • Commitment to be a board member for at least two semesters (Fall 2014 and Spring 2015) • Attend at least two board meetings each semester. Meetings are held on the first Friday of each month from 12:00-1:00 pm. Unless otherwise noted, meetings take place in Conference Room A, Wasserman Center, 133 East 13th Street, 2nd Floor. o Friday, October 3 (Location TBD) o Friday, November 7 o Friday, December 5 ...

Words: 548 - Pages: 3

Premium Essay

Graduate Study Challenges

...Graduate Study Challenges and Strategies for Personal Success When deciding to return to graduate school, a person has made an excellent step in advantaging their knowledge in their particular career field. Before returning to graduate school, most people have given serious thought to the time commitment that they will have to face for the next two to four years. They have had many sleepless nights and day dreamed about the stress they will face to complete a graduate degree. Therefore entering a graduate program should not be taken lightly. In many disciplines it is required to have a graduate degree to practice independently in that career field (e.g. Social Worker and Psychologist). Nursing is now requiring nurses to have a graduate degree to advance into management positions. Employers are demanding their nurses to have more than just the knowledge to care for patients. They want the nurse who is placed in a management role to have the knowledge to be a leader. Nurses are returning to school to gain more knowledge in their career field, increase effective communication skills, have a higher potential for promotion, and to have a greater earning power. When deciding to return to graduate school, a student must have a strategy that is going to get them through the next two-four challenging years of their life. Personal and Professional Goals My reason for pursuing a graduate degree is to gain more knowledge in the healthcare industry, become a more effective...

Words: 1152 - Pages: 5

Premium Essay

Graduate School Preparedness

...January 29, 2014 “Preparing Graduate Students for Graduate-Level Study and Research” Summary The number of academically under prepared and at-risk college graduates completing graduate-level degrees is increasing. Many of the students are doomed to failure either because they are academically disqualified or because they lack the guidance to acquire new information necessary for involvement of their thesis and/or project. Ultimately the cost of losing students is worrisome to both university/college officials and program coordinators. One of the most common hindrances for graduate students is the completion of the thesis, which almost always involves complex reviews of subject area literature. This problem is often overlooked, since program coordinators, faculty advisors and other officials assume that students automatically have knowledge of procedures in obtaining previous data/research findings relevant to the thesis work. This could not be further from the truth. In lieu of reading this article for review Katherine O’Clair hypothesizes that providing graduate students with adequate resources and support, including the help from the library, is required for protecting and increasing return on investments for university graduate programs. Often, just simply involving a university/college librarian can help reduce graduate student attrition and improve degree completion rates. O’Clair had a simple question of, “does a course with given credit prompt graduate students to evaluate their...

Words: 657 - Pages: 3

Premium Essay

Challenges of Graduate Study

...Issues and Challenges of Graduate Studies Karen Hallman AJS501 January 16, 2012 Terence Hunt Issues and Challenges of Graduate Studies Today, postgraduate education faces numerous encounters in terms of ultimatums, quantity, excellence, and proceeds, both for wage-earners and the customers concerned. Why scholars decide to pursue this level of education and the inducements offered by organizations and businesses are acute factors in altering and accepting trends. As a graduate student we face many challenges and obstacles while pursuing our careers. In the months to come ones biggest challenges is articulating enough to gain employment, diligence in time management, and keeping up one’s grade point average. Time management is the biggest challenge for me. Throughout the course of my daily routines of juggling school, work, and family it appears there is never enough time in the day. Emerging time management skills is a voyage which needs practice and control along the way (Time Management, 2012). Taking steps to manage time consist of reorganizing one’s day so that one is in control, prioritizing, and placing my most important goals and values first. My methods for making my time management into a success plan includes getting plenty of rest, exercise, maintaining a to do list, becoming flexible, and one will learn not to procrastinate. (Gardner, Jeweler, & Barefoot, 2011) Keeping up one’s grade point average and keeping one’s stress level down is another...

Words: 832 - Pages: 4