Valuing diversity recognizes differences between people and acknowledges that these differences are a valued asset. Multicultural education is an important component of valuing diversity . It respects diversity while teaching all children and youth to become effective and participating members of a democracy. It respects individuality while promoting respect for others. It emphasizes the contributions of the various groups (e.g. ethnic, gender, income, sexual orientation, etc.) that make up the population of the world. It emphasizes the importance of people sharing their stories and learning from the stories of others. It acknowledges that different children have different learning styles. This approach seeks to increase diversity awareness, sensitivities, and skills so that young people are prepared to take positive action with their peers. By building positive peer influence, young people begin to change negative attitudes, perceptions, and behaviors about diversity.
Value Diversity!
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Just as infants are not born with prejudices, no one is born automatically knowing the best way to communicate with people. We must learn to talk, read and communicate in other ways by observing the people around us, who teach through their examples and instruction. Incorporating the valuing of diversity as a central theme in education programs is important. When you value diversity, you maximize the positive impacts of your program for all children and youth by:
Valuing diversity is what institutions and members of a community do to acknowledge the benefits of their differences and similarities. They intentionally work to build sustainable relationships among people and institutions with diverse membership. A community that values diversity ensures that institutions provide equal treatment and access to resources and decisions for all community members regardless of race, ethnicity, sexual orientation, and physical disability.
The primary purpose of the Valuing Diversity Project was to enhance the capacity of professional psychology to assist communities in addressing issues related to diversity. The project had three objectives:
Disseminate the lessons learned and resources developed through this project to communities across the country as well as to intermediary organizations, foundations, and government agencies whose mission is to assist communities in improving intergroup relations and promoting diversity.
A diverse workplace means a variety of skills, qualifications, culture, and values come together as one. It can be a major challenge to work with people where others have beliefs, values, and ideas different from yours. These differences can lead to resistance to leadership and changes due to a lack of trust and understanding.
To embed diversity as a core value, organizations should respect and appreciate differences in age, gender, ethnicity, education, physical abilities, race, and religion among individuals. Employees should be empowered as individuals and trusted to make the decisions that are in the best interest of the company. A company that nurtures diversity as its core value yields a broad-minded staff, open to innovations and ideas to let the best ones come through and benefit the entire organization.
Embedding inclusion as a core value requires maintaining a state of feeling respected, supported, and valued, focusing on the individual needs of employees, and ensuring the right conditions for candidates to achieve their full potential. This core value creates a welcoming environment that embraces the differences and offers respect for everybody in terms of words and actions, allowing them to bring their entire, authentic selves to the work.
The process of valuing diversity is respecting the differences in employees by hiring a diverse group of people. The employees can have differences in ethnicity, gender, race, religion, socio-economic status, talents, lifestyle, opinions, perspectives, education, and a lot more. It is essential that you find ways to help these employees hold their personal voice and add value to the workplace.
One of the best ways to promote a diverse and inclusive environment is to get employee feedback on the workplace culture. Ask them how well you are handling diversity and inclusion. It can be a one-on-one questionnaire or a focus group that should give you genuine responses. An anonymous survey would get you better information from employees about your progress in establishing a culture of diversity in life.
Senior managers in the organization provide the foundation for a workplace environment in which everybody else works. Implement a training program that guides managers on how to foster these values in their departments. Make diversity a part of your cultural norms to keep the workplace strong, happy, and healthy. Create a culture where everybody can fearlessly contribute their full potential, benefitting the company as a result.
Success at achieving diversity will be when we no longer ask if we are diverse enough, because it has become the norm, not something remarkable. In the context of the workplace, valuing diversity means creating a work environment that respects and includes difference, recognizing the unique contributions that individuals with many types of differences can make and maximizes the potential of all employees. Our goal could be, ultimately, to reflect accurately the population of clients we are trying to serve in all their dimensions.
White European American culture has an individual orientation that teaches children to function independently, stand out, talk about themselves, and view property as personal. In contrast, many other cultures value interdependence, fitting in, helping others and being helped, being modest, and sharing property. In fact, some languages have no words for I, me, or mine.
As we enter the 2019-20 academic year, we ask that all members of the University community be especially mindful of our responsibility to create an environment that is welcoming to all, where each person feels accepted, valued and safe. To that end, we are providing the following belief statements to enhance and clarify our conviction to this principle.
While diversity and inclusion have become something of a social justice rallying cry, they are no buzzwords. The fact is that a diverse and inclusive workplace yields better organizational outcomes. Moving towards and maintaining a diverse workplace and inclusive culture is something every organization should strive for because it is simply the right thing to do, and when it is prioritized from the top-down, can significantly boost the bottom line.
Inclusion: Cultivating a collaborative, supportive environment where individuals feel respected and valued for their contributions. Inclusive workplaces allow staff members from the entry-level to the C-Suite to feel inspired to do their best work and understand how that work impacts organizational goals.
It is important to note that companies attempting to improve D&I simply to check a box or land a government contract are typically unsuccessful in their efforts. As with any cultural shift in an organization, the motivation must be genuine rather than forced. Employees, candidates and customers are savvy enough to know when a business is paying lip service to diversity and inclusion, and if they feel they are being fed a line, they will look elsewhere.
Developing and implementing a diversity recruiting strategy that yields results can take years. If you want fast access to a more diverse candidate pool while you work to improve your internal processes and culture, partner with Lucas Group, a top diversity recruitment agency.
Diversity drives excellence. Diversity enhances innovation in biomedical sciences and, as it relates to novel findings and treatment of diverse populations, in the field of infectious diseases. There are many obstacles to achieving diversity in the biomedical workforce, which create challenges at the levels of recruitment, retention, education, and promotion of individuals. Here we present the challenges, opportunities, and suggestions for the field, institutions, and individuals to adopt in mitigating bias and achieving greater levels of equity, representation, and excellence in clinical practice and research. Our findings provide optimism for a bright future of fair and collaborative approaches that will enhance the power of our biomedical workforce.
We strive for a company culture that continually advocates for inclusion and diversity of all associates and communities. We don't just talk the talk. We walk the walk. To achieve this, we offer numerous DEI training, engagement and community outreach opportunities throughout the year. From cultural lunch & learns to local volunteerism and everything in between, there is no shortage of meaningful and eye-opening DEI experiences for associates at True Value.
The concept of biocultural diversity was introduced by ethnobiologists to argue that the variation within ecological systems is inextricably linked to cultural and linguistic differences. It has generated much interesting research and has influenced the politics of conservation. However, it is not without its critics. In this volume of RCC Perspectives, scholars from a wide range of fields reflect on the definition, impact, and possible vulnerabilities of the concept. Understandings of biocultural diversity have had and will have a significant impact on resource use and conservation, and on the transformation of landscapes. While the concept may help preserve what we value, we must ensure that it does not lead to forms of cultural or ecological imperialism.
An environment where many different genders, races, nationalities, and sexual orientations and identities are present but only the perspectives of certain groups are valued or carry any authority or influence, may be diverse, but it is not inclusive.
Do you have diversity in your recruiting, in each of your departments, and in your leadership? Or do you have a workplace where 50% of your employees are women but 0% of your women are managers? Do you have good representation of employees of color overall, but all of them are in the same department? 2ff7e9595c
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