Work with diverse people.
In a service organisation, working with diverse people is inevitable. Diversity directly affects the work of all employees. To deliver quality, effective and purposeful services employees must consider diversity in every practice. They must consider the vast array of differences found in each client and integrate these differences in to their delivery. This will appeal to the clients social and cultural perspectives and give them a greater meaning out of their interaction with the organisation. Managers, supervisors and team leaders work will be affected as they will need to be active in encouraging cooperation and acceptance of diversity. Work relationships will be affected by diversity. When working with a diverse
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Every person has values, beliefs and perspectives that they have grown up to believe. These are the foundations of our every day actions and affect everything we do. Every person will be bias to their own beliefs and hold them in a high regard as the standard to live up to. Until a person can see and acknowledge that they have these biases, it will prove difficult for them to understand diverse range of values, beliefs and perspectives in other people. When you acknowledge your own personal bias, it is far easier to understand and see that many other diverse personal biases will exist in other people’s belief and value systems. Once a person can acknowledge that it can become much easier for them to accept and value …show more content…
It is up to staff members of the service organisation to find out as much as they can about a person’s culture and background, and to conduct individual research on the needs of those people. Only the client will fully understand their needs, so through constant and open communication staff members must record and observe the needs, individual or cultural of their clients. Staff may need to modify the way the approach clients, the way the communicate, and build a mutually beneficial relationship with them based on their social needs. They will need to identify what is important to the client and what steps best suit them to get there, in accordance with their cultural
“Commitment to diversity is at best a distraction and at worst an essentially reactionary position that prevents us from putting equality at the center of the national agenda,” ()according to Walter Benn Michaels, in his 2004 essay, “The Trouble with Diversity.” Upon hearing the word 'diversity,' members of society may immediately think of race. and political correctness urges society to support racial diversity. According to many, celebrating diversity is the best way to combat societal inequality. This is because people are convinced that the differences that divide society are the results of racial prejudices. Michaels, however, feels that the biggest problem in America is not that of sexism or racism, but instead the increasing gap between the rich and the poor. So if the problem is actually in the economy... The fact that people re-describe economic inequality as racial inequality is counterproductive to equality because people are simply trying to solve a different problem. But how did the notion that what separates us is race even start?
Cultural Competence Understanding culture is an important aspect of being a social worker; this does not mean learning common cultural traits is of great significance to the social work profession. “Consider the second-generation Japanese-American social worker whose practice consists of Mexican-American and African-American families. Memorizing national traits or cultural rituals would be interesting and informative, but ultimately these would be an inaccurate basis on which to “know” these particular families” (Dorfman, 1996, p. 33). When understanding cultural competence, it is important to learn from the client about their culture in order to serve them in the most helpful and efficient way possible. There is a major drawback to memorizing information, and that is, this information will not give you a real understanding of who your client is and what life experiences they have personally faced.
14. Rice Jr., Booker (2000, May-June). Putting diversity to work: Playing on a level field. LIMRA's MarketFacts, 11(3), 38-39.
“Without awareness and knowledge of gender, race, culture, and ethnicity, therapists and other helping professionals could unwittingly engage in cultural oppression (A. Dunklin, Ph.D., personal communication, October, 2009). Dr. Dunklin is accurate in his statement. After surviving the destruction of the Third Reich, the civil rights’ movement of the 1960s and the women’s movement of the 1970s, it is hard to understand why the need for diversity still has to be discussed except that as a society, we are infants when dealing with diversity issues. There have been but one or two generations since World War II and the outlawing of segregation in the 1960s (Sciame-Giesecke, Roden, & Parkison, 2009). During this time, society has dealt with tremendous heartache and pain in the past seven decades because of discrimination due to a person’s religion, hair color, sex, disability, body weight, color of skin (or lack of color), sexual preferences, ethnic heritage, and so forth. These issues continue as obstacles to achieving cohesive communities. Neighborhoods, schools, churches, and the worlds of science and psychology provide examples of how much discrimination still remains. It is impossible to not engage in cultural oppression to some degree. Working in a cross culture situation could be likened to working in a cross language situation; unintended oppression approaches zero as “fluency” is obtained in the other language or culture (Dr. K. Seaman, personal communication, October 16, 2009). What is crucial to the success of obtaining “fluency” in diversity is to constantly submit ourselves to self-examination to improve our interactions with everyone we come in to contact with, in order to reduce ...
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues in a timely and cost efficient manner. With the saturation of laws surrounding personnel, nearly every decision made by the Human Resource Department has the potential for legal suits. Even if the Human Resource department has done everything that is required of them, it can still be costly to defend it. That is why supervisors, managers and workers must be trained on managing diversity in the workplace.
Cultural competence is significant to illuminate the decency of equally within society, it is essentially fundamental to functionality when interacting with diverse cultural groups. Cultural competence is essential for progressively developing standards, policies, practices & attitudes as well as acquiring knowledge of a given cultural origin & respond in a culturally-aware professional manner, respectfully. This manifests in extensive understanding & appropriately responding to the exquisitely unique variations in cultural variables of diversity that the professional & the client expresses through their encounters. The rapidly increasing diversity
This paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. It is divided into four parts. Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts II characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Part III denotes religion, where as more employers are beginning to recognize the need to allow employees to take time to pray. Part IV symbolizes the personality traits in diversity and how “different” is not always viewed as wrong but can be an incentive to other employees.
Merriam-Webster defines diversity as “the condition of having or being composed of differing elements; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization” (Merriam-Webster, 2016). With diversity including many different elements, the concept of workplace diversity also covers a broad spectrum of topics, and continues to evolve as many companies look to expand globally. This subject has become increasingly important among managers over the last couple of decades, and has helped to reinforce other concepts such as affirmative action and equal opportunity employment. While most people believe that everyone should have the same opportunities available to them, and that we
The ability to perceive Self-awareness of oneself is a key part in moral choice making, since morals are more than a set of rules. With the reality that the professional can perceive emotions, feeling, and have empathy for the client’s endeavors. This will help the professional to intertwined with good ethical decision for the client (Pawlukewicz, 2013). If the Human service professionals are aware of their own beliefs, values and cultural backgrounds, they can recognize the importance of others backgrounds. This way they can competently provide a better service to their clients.
A social worker must present themselves as a learner and understand clients from all experts of their own experiences. To show your respect to the clients as a social worker you must be able to show that you understand complexity of cultural identity. Cultural competence targets social workers knowledge of development, focusing on culturally specific demographics, characteristics, values, and intravenous technique. When dealing with cultural sensitivity a worker’s genuine appreciation of the client’s uniqueness and universalistic respect for the client’s humanness is needed. To have success in multicultural practice, cultural responsiveness come in to play, which means to be culturally responsive, social workers use dialogue skills that place the client’s construction of reality at the center of the
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.
One way to work on diversity within organizations is diversity training. According to Risberg et al. (2012) training initiatives are meant to create awareness, where the apprentices are introduced to different values, behaviors and norms in order to foster interaction with people from different backgrounds and create a certain level of tolerance. The trainings are also aimed to create skills for a diverse work environment, where the participants are prepared to face and handle diversity on a daily basis at their work places (Risberg, Beauregard, & Sander, 2012). However, the impacts of the trainings in the individuals are difficult to measure and control, since the knowledge learned is difficult to place in everyday work life.