Successful organizations are predicated upon the inclusive management of all employee’s ideas and voices. Inclusiveness is improved when diverse voices are not only included, but are a fundamental majority within the organization. In this, social service organizational success can be improved, taking into account and utilizing social work values. Various approaches have been found to be successful, with commitment, in achieving workplace inclusiveness. Furthermore, many social service organizations are well positioned to start the journey to workplace inclusiveness based upon their own social work-related missions and values. Workplace inclusiveness is more than achieving organizational diversity, it is recognizing and putting that diversity …show more content…
Whereas diversity relates to the faces, or who makes up, the organizational demographics. Diversity however, as just one part of inclusiveness, must be understood in the context of race, ethnicity, gender, sexual orientation, ability level, etc. Combining the two, inclusive organizations are not only made up of people of various backgrounds at all levels (administration, staff, support staff, etc), but their varying ideals, values, ideas, and contributions are sought after (The Denver Foundation, 2007B; Watson, 2011). Inclusive organizations go beyond achieving diversity, but make their organization a welcoming place for all viewpoints. Michal Mor Barak (2000) define an inclusive workplace as one that “values and uses individual and intergroup differences, cooperates with and contributes to its surrounding community, alleviates needs of disadvantaged groups, and collaborates across national and cultural boundaries” (p339). Along with acknowledging related social work values, there exist larger benefits to workplace …show more content…
CME’s timeframe following DU’s quarter system, DU’s structural constraints, and the energies put forth by CME staff on campus, does not leave much time for internal inclusiveness inquiries. It was noted however that CME is much farther along in this process than most workplaces. Although Adrienne considers herself a change agent, she did mention that, as in most workplaces, transparency and communication due to hierarchical management structures are lacking. Wiltz et al. (2005/2006) spoke to this need in creating an inclusive workplace as opening lines of intentional communication. Adrienne reasserted Mor Barak’s (2000) and Findler et al’s (2007) writings for staff and administration to hold mutual accountability in creating an inclusive workplace in order to mitigate implicit bias, privilege, and championing the benefits of a diverse
Inclusion is about involving people and placing them at the centre of any planning or support. It is valuing diversity and all the advantages it brings.
Social work practice is usually associated with working directly with a client in a facility or providing a home for a child. However, the social worker also associated themselves on a more larger scale to address issues and make changes in their community or even the world. In a macro-level, social workers focus on the community and the more large-scale like issues in the community. As a macro-social worker, they tend to work with large groups of individuals, communities, or major organizations. Therefore, endeavoring in a workplace is a concern for social workers as becoming competent in organizations is an important aspect of this type of social work.
Through a holistic perspective, the social worker collaborates with other colleagues sharing the same vision in order to effectively uphold the dignity and the rights of populations in a community. In the mezzo-level, social worker task force devise different methods to effectively embracing diversity in larger scale and advocating for the rights for entire community. It is my belief that social workers embrace the social justice system through diversity and must be benevolent to persons, who are mistreated in an indifferent society.
Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities).
Furthermore, social workers have clearly defined standards of conduct and responsibilities to clients, colleagues, in practice settings, as professionals, to the profession, and to the broader society (NASW, 2008). However, contemporary human service agencies face many challenges. For example, not all organizations support appreciation of diversity and justice when it comes to availability and accessibility of services, management practices, and institutional policies.
Cognitive objectives covered in this course focused on understanding life experiences of diverse populations across the world as well as being aware of our own prejudices and attitudes towards diverse populations. The objectives focused on understanding institutional racism in both present day societies as well as in the past and focused on understanding oppression and injustice in society that diverse populations face. Cognitive objectives focus on a set of theories that leads to our understanding of cultural diversity in America. Cognitive objectives recognize social workers task in combating oppression and injustice in society as well as learning and understanding cultural diversity and supporting and encouraging strategies for social change.
I have grown to appreciate diversity and I seek out opportunities that will increase my competency in this area. While working with diverse populations I have learned that diversity represents individual and human differences that impact how we problem-solve, work, and learn. Often times we sum diversity into three main categories, race, gender and ethnicity; however, diversity is expanding and we must include all aspects of diversity. There are several factors that distinguishes us and the dimensions of diversity may be hidden or visible. They may remain constant or fluctuate as life changes and they may not be easily defined. Social workers must embrace diversity as well as its dimensions and understand that diversity is multidimensional.
There are several ways in which I am incorporating social work values in my human services experience and interaction with others. I make an effort to be trustworthy and not to betray confidential information. I respect the cultural differences of individuals. I interned at three different facilities with different populations ranging from mental illness, Aids and the underprivileged. I am continually striving to improve my knowledge in the field of social work through education, volunteering, and self-awareness which will benefit my future
Diversity perspective is the up and coming theory that social workers need to be familiar with. In our area alone we have multiple different ethnicities, cultures, and people who will need assistance. Cultural diversity is something that you must be trained in to keep a license to practice. Social workers must have the ability to be competent working in diverse settings with diverse people. As time goes on, there will be more emphasis on culture
...tes is known as the melting pot of the world. This country is the home of many different cultures from many different areas. Cultural competency in the workplace is an issue that everyone needs to understand. By understanding the characteristics of a diversity mature individual, employees can focus on developing themselves to hold a management position in the future, and be able to relate to other cultures in the organization. Companies continue educate their staff on affirmative action, and what it takes to manage a diverse group. These companies want to supportive workplace behaviors in the organization to help achieve the bottom line, increase stockholder value.
According to Stoker Wessel, author of "Shifting Views of Transcendence in Philosophy, Theology, Art, and Politics,” Transcendence is something that alienates a human from everyday life, but also something in which he or she can never be separated. It is known as immanent transcendence, meaning both realities are viewed as being closely involved with each other (Wessel). When reading Alice Walker's “Everyday Use,” you are presented with a story that explores the relationship between transcendence and everyday life. The three main characters give their audience a view of life in the rural South during the 1960s and the struggles of accepting their heritage. Symbolism and themes play major roles in understanding what Alice Walker is trying to
Diversity in the workplace can relate to having staff/employees from a wide rage and different backgrounds, this can include employees of different gender types, physical ability, age, preferred sex, religious belief, life experience, educational background, hardship, all of the above relate very strongly to diversity in the workplace. A workplace diversity policy is to create and manage a workplace environment that encourage
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
Social workers challenge social injustice. Social workers pursue social change, particularly with and on behalf of vulnerable and oppressed individuals and groups of people. The meaning of this value is to ensure that individuals going into the social work profession pursue change, most importantly with, on behalf of vulnerable and oppressed individuals, and with groups of people. Additionally, this social work value forces social workers to constantly affect social change primarily focused upon issues of poverty, discrimination, and other forms of social injustice by creating activities that seek to promote sensitivity to and knowledge about oppression and cultural and ethnic
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.