...Diversity and Inclusion SOC315 May 6, 2013 Jami Imhof Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both text books. According to Understanding and Managing Diversity there are primary and secondary dimensions of cultural diversity. The primary dimensions are age, gender, mental and physical abilities, race, ethnic heritage, and sexual orientation. The secondary dimensions are geographical location, military and work experience, family status, income, religion, first language, education, organizational role and level, communication, and work style (Harvey & Allard, 2009). The dimensions of diversity can be broken into the following layers: Organizational, internal, external, and personality. Organizational dimension would include areas such as places of employment and the development and promotion opportunities. Internal dimensions are areas we have no control over, such as race or gender (although today people are able to make gender changes), typically gender is out of our control. External dimensions are controllable aspects of diversity. It would include areas like friendships or our career choices. Finally personality dimensions would include aspect such as religion, personal values as wells as an individual’s like and dislikes. With what ethnic, cultural, or other groups do you identify? Describe what members of your social circle have in common. I am an African-American...
Words: 1038 - Pages: 5
...Thinking About Diversity and Inclusion Wesley J Ackerman Soc 315-Cultural Diversity September 14, 2011 Ernest Hernandez Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. The dimensions of cultural diversity are measured through similarities and differences between items in a group. A broad or macro look into a group helps to discover similarities between items while a detailed or micro look is helpful when looking for differences. According to the reading, the primary dimensions that are looked at when dealing with diversity are age, gender, race, mental and physical ability, sexual orientation and ethnicity (Pg. 47 “Understanding and Managing Diversity”). With age comes certain connotation. Native American and Asian cultures hold their elders in revere for their years of wisdom, youth is often more appreciated in the global workforce for their energetic drive. While the number of women in the workplace continues to grow and they prove capable of holding positions of responsibility, when dealing with gender it is still often thought that men make decisions based on business while women tend to bring emotion into their decision making. Ethnicity and Race usually go hand in hand unless working within a very particular group. Amongst a workplace with a broad business, a person may be acknowledged only by their race, such as Hispanic or Latino. Now if the business...
Words: 1155 - Pages: 5
...Thinking About Diversity and Inclusion SOC/315 Cultural Diversity May 6, 2013 Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Cultural diversity refers to the idea that any cultural identity should not be ignored or discarded, but instead they should be valued and maintained. It includes the different varieties of human cultures or societies in the entire world as a whole, or in a particular region. Dimensions of cultural diversity can include religious beliefs, gender, marital status, race, age, parental status, income, physical abilities and attributes, sexual orientation, geographic location, language, and other components. Today, the management of cultural diversity is much more complicated than single dimension like age, gender, race, etc. (Harvey & Allard, 2009). Ethnic, religious, racial and gender dimensions are considered as being the most important (Schaefer, 2011). Cultural diversity dimensions are actually divided into two sections: primary and secondary. The primary dimensions includes an individual’s race, age, physical attributes, gender, etc, and the secondary dimensions include factors like language, marital status, income, occupation, parental status, religious beliefs, etc. With what ethnic, cultural, or other groups do you identify? I honestly believe that I identify with a lot of ethnic or cultural groups, but the groups that I identify with the most are Native American, Caucasian, and African-American...
Words: 1086 - Pages: 5
...Thinking About Diversity and Inclusion Adriana Sardinas SOC/315 January 17, 2011 Professor Joyce Mackey Thinking About Diversity and Inclusion In this content, the author will be using her critical thinking skills to answer questions based on the readings from Understanding and Managing Diversity and Racial and Ethnic Groups. The questions to be answered and discussed are: What are the dimensions of cultural diversity; with what ethnic, cultural, or other groups does the author identify herself; what is the difference between diversity and inclusion; what is the importance of workplace diversity training; and what is the author’s experience with workplace culture. Critical Thinking Questions Cultural diversity, inclusion, groups, diversity in the workplace, and identifying oneself with one or the other is controversial and can become aggressive if society remains close-minded. The author is putting into discussion questions that will help break down the understanding of what it truly is and the importance of it in society. Question One What are the dimensions of cultural diversity? Identification and a brief explanation of dimensions provided. Answer. The dimensions of cultural diversity range from racial groups, a group socially set apart by obvious physical difference; ethnic groups, groups set apart by culture patterns or nationality; religious groups, gender groups and other subordinate groups. Ageism is also considered a dimension. Minorities generally...
Words: 1195 - Pages: 5
...Thinking About Diversity & Inclusion Kristofer Kem SOC/315 March 15, 2012 Jeff Hoover Thinking About Diversity & Inclusion Cultural diversity is a mixture of cultures of a specific region, or in the world as a whole. It is sometimes used to refer to multiculturalism within an organization. Cultures have spread throughout the world. The have successfully adapted to periodic disastrous changes in global and local climate and also to widely differing conditions. The many separate societies that have emerged around the world differed clearly from each other, and a lot of these differences continue to this day. There are more obvious cultural differences that exist between people such as traditions, language and dress attire. There are also important variations in the way societies organize themselves which are the ways they interact with their environment and their shared conception of morality. Living in Hawai’i, I cannot really say which cultural or ethnic group I really identify with. I am Filipino Caucasian and almost everyone on the island is of mixed race. I hang out with all people of all different kinds of ethnicities such as Tongan, Samoan, Hawaiian, Caucasian, and African American. I also eat all types of different ethnic foods. I guess if I had to pick one I relate to it would be Hawaiian because I have lived on the island all my life. I have danced hula and love the Hawaiian food. The word diversity is the way an organization focus on the similarities...
Words: 463 - Pages: 2
...Diversity and Inclusion Juanita Guthrie SOC/315 January 25, 2016 Jennifer Hudgins Diversity and Inclusion Cultural diversity has many dimensions which is what makes one person different than the other. Some of these dimensions include “cultural, gender, ethnic, religious, sexual orientation, ability, age, and size differences (Harvey & Allard, 2009).” While some of these different dimensions can be chosen, such as, religion others cannot because they are born into it. Cultural diversity helps us to identify the different subordinate groups or minority group which is “a group whose members have significantly less control or power over their own lives than do the members of a dominant or majority group (Schaeffer, 2011).” The differences of each group help us to understand the differences of each and their accomplishments and struggles. We have learned with these differences so much with statistics for health and other related issues that give us insight to better prepare ourselves for different outcomes. I am a Mexican American. My mother was raised in Texas and my father in Wyoming. I have been fortunate to learn the culture, especially how to make Mexican food. Recently, with my work, I am have been able to learn more Spanish than I have growing up. My parents did not speak much Spanish to my siblings and I when we were younger. They did take us to events that celebrated significant dates that are special to Mexico though. My life was...
Words: 891 - Pages: 4
...Global Diversity and Inclusion at Royal Dutch Shell Royal Dutch Shell (RDS) corporation operates within the global oil and gas industry and is conducts operations in 35 countries. The corporation began restructuring efforts in early 2000s under then CEO, Jeroen van der Veer, which included incorporating a more diversified and inclusive working environment that correlated with its cross country explorations in the oil and gas market. Diversity is defined by Merriam Webster as “the inclusion of differing types of people in a group or organization.” RDS placed heightened interest on Diversity and Inclusion (D&I) by placing upper level management over programs thus giving the concept a heightened level of visibility. The center of RDS’s D&I concept were three main areas: Talent, Leadership, and Competitiveness. Within the talent concept, the theory is that in competitive career fields, the talent pool is further reduced by competing interest. RDS reasoned that by recruiting young promising and motivated talent, grooming those individuals thorough proper mentorship, training, and overall organizational involvement stands to provide positive returns to the corporation. Likewise, in fostering an environment that allows the voice of every member to be heard stands to improve the decision making abilities of leaders. Lastly, RDS became a more transparent organization through the use of its competitive approach of allowing the up and down approach of business execution to be shown. In...
Words: 658 - Pages: 3
...[pic] Introduction: The term “Diversity” is any dimension that can be used to differentiate groups and people from one another. That means respect for and appreciation of difference in ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion. Diversity is the only key to structure a strong society in the current era. Diversity is just not about ethnicity, race or gender but it’s much broader than we actually think but it’s the otherness or those human qualities that are different from our own and outside the groups, to which we belong, yet present in other individuals and groups. So it’s really important for us to understand how the system works and also affects the performance, motivation, success, and interaction with others. A good organization should look into the barriers which affecting the diversity by examining and wipe it out from the system. By bringing diversity inside an organization the benefits are considered as mutual for both employee and the employers. As the famous Quotes say, “Treat others as you want to be treated “. Why Diversity? Diversity is important because it provides our society and culture with unique and inspirational perspectives which can create new ideas and changes that can be beneficial to a society, or even the world. Especially it’s found vital in a workplace since it has a different backgrounds, experience, knowledge and understanding. A workplace with diverse implementation...
Words: 885 - Pages: 4
...Diversity & Inclusion Task 1 IDEA PL 94-142 of 1975 was the first piece of legislation mandating appropriate and free education for students with disabilities. “Federal legislation, such as PL 94-142, served as a tool for the government to provide improved and equalized learning opportunities for all students and to bring qualified people into special education” ( Kirk, Gallagher, & Anastasia, 2000, 71). There are six key components under this act. Zero Reject The first component states that all children, regardless of ability, are guaranteed a free and appropriate public education. This stands for FAPE. This requires schools to serve children ages 3-21. A child may not be excluded from a school district just because the district feels that they are too disabled to learn. This is at no cost to the parents. Zero Reject includes providing classroom instruction or providing transportation for the disabled child. Nondiscriminatory Identification and Evaluation The second component has two purposes. The first one is to actually determine if the student has a disability and the second is to be able to determine whether the student requires special education and to what extent. The evaluation test given to the student must be administered in the child’s primary language. It must be given by a qualified person and molded to fit the specific needs of the child. Therefore, it cannot just be an IQ test. Individualized Education Program An IEP should be written...
Words: 1914 - Pages: 8
...|BUSINESS |[pic] | ASSIGNMENT FRONT SHEET |Student Name: | |Certification : I certify that the whole of this work is the result of my individual effort and that all quotations from books, periodicals etc. | |have been acknowledged. | |Student Signature: |Date: | |Student Registration Number: | |Student email address : | |Programme :MBA |Year/Level : | |Academic Year : 20012/13 |Semester : 1 | |Module title : People Resourcing |Assignment...
Words: 2913 - Pages: 12
...On November 25th, 1975, President Gerald Ford signed into law the Education for All Handicapped Children Act, or PL 94-142. This legislation guaranteed that all children with disabilities and their families would have certain rights with respect to education. PL 94-142 has 6 major components: a free and appropriate public education, students with disabilities will be educated in the least restrictive environment (LRE), students will have an individual education program (IEP), the right of procedural due process, the right to nondiscriminatory assessment, and the right to parental participation (Gargiulo, 2012). A free and appropriate public education: This mandate requires that all children must be provided with a free public education regardless of the severity of their disability. The term “appropriate” refers to the unique abilities of the student. Services such as speech therapy, occupational therapy, or physical therapy are required to be included under the mandate if these services are deemed necessary to meet the educational needs of the student (Gargiulo, 2012). The least restrictive environment: This mandate requires that disabled students be educated alongside of their non-disabled peers as much as possible. Any removal of a disabled student from the regular classroom into a separate setting should only occur when accommodations cannot be made in the regular classroom (Gargiulo, 2012). Individualized Educucation Program (IEP): An IEP is a document written...
Words: 1986 - Pages: 8
...Thinking About Diversity and Inclusion Rhonda G. Allen SOC/315 May 6, 2013 Professor Anne Tindall Thinking About Diversity and Inclusion Cultural Diversity has many dimensions, recognizing what they are can be challenging to those of who may not be familiar with them. The first dimension of Cultural Diversity, Primary Dimensions, which are considered basic and cannot be changed by the individual. The second dimension, Secondary Dimensions, is aspects of someone that can be influenced by outside factors. Finally the last dimension of Cultural Diversity is the Visibility Dimension, the more visible the aspect the stronger the influences have a potential to be viewed. A prime example of the visibility factor in Cultural Diversity would be, you may pretend to be a Christian, but you cannot pretend to be a black person when your skin is obviously white. All three dimensions develop a part of your personal identity, affecting your environment, behavior and how others perceive you. When person characteristics are influenced by the outside views of others is called Stereotyping. Stereotypical views may vary from religious beliefs, gender, racial profiles, and ethnicity. The specific group of Cultural Diversity of which I can identify with would be gender based. Being a female has many difficulties in the corporate world. For as long as you can refer back in time, the female gender in the workplace has more than likely held a subordinate position. Many studies...
Words: 1480 - Pages: 6
...Learner diversity and inclusion (Please note this essay is not a published or peer reviewed academic source but a personal essay representing the views and research of the author. It may include errors and / or omissions. Interested readers should refer to the original sources and / or more up to date texts. This essay should not be reproduced either in part or whole.) Background and introduction Students had written card to their tutor; ‘Merry Christmas’ was the message and in a variety of languages: English, Italian, Chinese, Polish, African, German, Malaysian, Spanish and others, which remained unidentified (tutor’s limitations). It was touching, but more than that it was a sharp reminder that for teaching to be relevant and meaningful to students, course design and teaching has to take into account the issues, needs and opportunities presented by learner diversity and increasing globalisation. An inclusive definition of diversity A personal, anecdotal recognition of the importance of student diversity is backed by weight of evidence and research. The Higher Education Statistics Agency (2005), identified that of all first degree students in 2003/4, at least 6.4% were known to have a disability, c. 56% were female and 16% part time. Numerous references, projects, papers and discussions are dedicated to the topics of diversity and its stable mate ‘widening participation’. They have emerged, not only in specialist HE channels such as the HEFCE website but also, as...
Words: 1697 - Pages: 7
...Thinking About Diversity and Inclusion Jodi Jewett SOC 315 May 16, 2011 Tramayne Butler Thinking About Diversity and Inclusion Diversity and Inclusion are a part of everyday life in America. Diversity is within every culture and group including ethnical groups, gender, and workplaces. Diversity is the similarities and differences where Inclusion is the act of being included in that diversity group. It is important to know and understand the diversity and inclusion to gain the knowledge and understanding of people around us. What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. “Cultural diversity is commonly interpreted in relation to ethnicity. However, the term should be understood within a broader context where it recognizes the unique attributes of all persons” (La Trobe University, Oct). The dimensions of culture diversity are the difference and similarities within the culture groups. There are many different dimensions within a culture group, such as, dress attire, language, race, and gender. Within a culture there are many different languages, especially in American culture. While some women must not show in sin in one culture, they may be allowed to show as much as they want in another culture. There also different diversities with genders and cultures. In one culture women are treated as equal as men, and in another the women must wait on the man and are not as high ranked as the...
Words: 1077 - Pages: 5
...INCLUSION, DIVERSITY AND POLICY IN THE WORKPLACE. SURNAME PROFESSOR INSTITUTION DATE INTRODUCTION Inclusion is the state at the place of work where all individuals (workers and employees) are treated in an equal and respectful manner both inside and outside the office and have equal access to the company’s opportunities and resources to enhance the company’s success. Diversity on the other hand in a workplace can be defined as an organization whose employees have a wide range of different and special characteristics which vary from one person to another e.g. having different political or religious views, different races, gender, education, age, the background to name but a few. Policies are the laid rules, regulations, and ethics that help maintain the standards of an organization by outlining the expected behavior, how to deal with different issues as well as the administration and the management of the organization. Keywords: Policy, Inclusion, Diversity, Organization, Workplace. Importance of inclusion, diversity, and policy in the workplace 1) Diversity helps a company/organization build the best reputation-Since each and every member of the organization feels that he/she is represented fairly and was involved in one way or another in achieving a certain goal or making a certain decision he/she will not tarnish the name of the company but will rather praise it thus developing a good reputation in the society. 2) Diversity strengthens the relationships...
Words: 493 - Pages: 2
