Diversity Training Program

In 1989, the AICPA recognized a need for not only ethnic diversity but also gender diversity. Stemming from the Upward Mobility of Women Task Force, the AICPA’s Women’s Initiatives Executive Committee (WEIC) was formed in order to promote opportunities within the accounting profession for women. The WEIC serves to raise awareness of the gap in progress of women in becoming leaders throughout the profession by providing

Welcome to Medtrainer Understanding and Working with Diversity training – Chapter One. In this Chapter, we will discuss how embracing diversity benefits individuals and the organization. The word diversity is often interpreted as be different or unusual. Diversity is often categorized by race, origin, religion, gender, and political preferences which are often distorted by prejudices. We will look at diversity as a strength, the collective talents of many, and the strength of embracing individual differences.

The most memorable time when I was impacted educationally by diversity would be my freshman year in High School. I had gone to a private Christian school from Kindergarten through 8th grade. My mom thought that it would be a great idea to send me to public school for my freshman year. Mind you, I lived in Dallas, TX at the time and public school is quite different than private school there. I was not only the minority in school, but I was one of five Caucasian kids in the entire school. I was made fun of for being white, coming from private school, and for being smart. Just like the article, Helping Diverse Learners Succeed, I had to learn about my new environment. I didn’t understand why the kids were mean to me and why

Like Ryan et al (2004), I believe that proper trainings can help employees in different agencies to become culturally competent. This will help workers to be aware of their own feelings, gain knowledge of the student’s culture, and value diversity. I am a strong believer that education is a large component in helping an agency become culturally competent. This training should take place by department and then I feel like with all the staff as a whole. That way everyone understands it in regards to their specific department and then the building as a whole. Also, I feel that taking a look at the organization itself to see what needs to be done to change in order to make hiring practices more culturally competent. There is not a lot of diversity in the staff and that could be due to many different reasons. I feel that having a diverse staff will help the students learn to become culturally competent as well, and that is important as they graduate and go out into the real world. Schools are one of the largest institutions that help shape how young adults see the world and it is one of the main reasons I feel making sure it is culturally competent is vital to employees and

For many years, Americans have held certain opinions concerning gender, sex, women, and sexual orientation. A definition of both gender and sex will be provided. The roles of women throughout American history will be discussed. When people think about masculinity and femininity, they have certain preconceived ideas. How these ideas contribute to the understanding gender, sex, and sexual orientation will be examined. Finally, the status of GLBT individuals will be explored. An increased understanding will be gained concerning these issues.

Diversity and social justice is not something that I was familiar with prior taking this course, nor did I ever have enough knowledge of the deep and complicated social and economic structure in this county. It has been an eye opener course, I gained a lot of familiarity on the issues of race, culture and the other elements that but this county together. My prior awareness about the issues of sexism, ableism, and racism was limited and mostly were self-taught.

I researched diversity training for the NCAA. There are five major tenants of the NCAA diversity training First, is inclusion. In fact, the NCAA is so committed to inclusion that it has an Office of Inclusion Staff. The Office Inclusion provides support and education to all aspects of diversity no matter the person’s sex race, religion, educational background, disability, or gender identity. The second major tenet of the NCAA diversity training focuses on women, gender equity, title IX. The NCAA diversity training and their office of inclusion helps members adhere to federal and state laws with regards to gender equity and title IX. The third major tenet is making sure that student-athletes with disabilities have equal opportunities to participate in sports. The NCAA is also educating coaches on how to provide more opportunities for students with disabilities and how to help students with succeed. The fourth tenet addresses how to convey an awareness and sensitivity of the difficulties and issues that racial and ethnic minority groups face especially in regards to hiring, retention and engagement. The fifth major tenet of the NCAA diversity training. addresses how coaches and staff can support lesbian, gay, bisexual, transgender, and queer (LGBTQ) students. The NCAA discusses the resources available to these communities.

In my opinion a successful student doctor should have organizational skills, be able to cope with the rigor and pace of instructing materials, most of all developed critical thinking during their time attending a medical program. I believe that the Doctoral Diversity Program at John Hopkins Medical School will help me strengthen those areas before the start of my medical education. The Diversity Program provides research opportunities, Community health care exposure, professional training and personal growth through mentorship. The Doctoral Diversity Program I believe will help me stay on a current pace for medical school, which will help me be a competitive applicant. I hope to gain a head start on the level of critical thinking that medicine

I moved to California around one year and a half ago with my family. My parents decided to move here to give their daughters a better education and better opportunities. My parents are my biggest influence because they have helped me understand how important it is to work hard to achieve my goals. I learned that if I work for what I want, I can be very successful. My parents left their own house, land, jobs, and family just to give their daughters a chance to be successful in life. I think that seeing them give everything away just so that my sister and I can study and get our degrees is incredible. They have not only shown me to be independent and a hard working person, but they have taught me how to be considerate and selfless. I lived in

In my intro to social work class, I was able to learn more about the Diversity Certificate Program. When my advisor first told me about the program, I did not know if I wanted to do it depending on how busy my schedule was. But, after I heard more about the benefits and opportunities that I would obtain from this program, I decided that it would be a great opportunity and I wanted to be a part of it! Plus the program is flexible so I can be able to incorporate it in my schedule so I can graduate on time.

“92 BLX The Beat of The Bay. This is DJ Rodsky” boomed the radio into my preschool classroom at St. Mary Catholic School. My best friend Emani's dad was featured on the radio that morning, and my teacher let the whole class tune in. While in may seem like an odd occurrence to listen to a rap station in a preschool setting, it highlights the attitude towards diversity that shaped my formative education. Instead of the hand-picked, curated diversity that sometimes plagues schools, this encounter demonstrates the raw, unalderterated diversity that kindles appreciation for all races, genders, backgrounds, or affiliations without any reservations.

After having the chance to review Dr. Suzanne Adair’s video on her Diversity Training Session, I couldn’t help but wonder how many of the dimensions I consider important to myself may come from cultural programming. Through cultural programing it is not just ways we may have been raised, but also things we may hear (Adair, n.d.). In looking at the dimensions of the Diversity chart, I would say the three significant aspects that are important to me come from each one of the dimensions levels. Those three aspects are Ethnicity, Religion, and Management Status.

In this paper, the role of HR Manager is assumed at a company that has recently received complaints from employees about a lack of inclusion. An overview for a training program on diversity and inclusion for your organization's first line supervisors will be presented. In addition to a plan for the types of exercises, role-playing, or activities that will maintain participant interest and enhance the learning outcome in the body of the training plan.  The utilization of both "Social Learning Theory" and "Adult Learning Theory" will be displayed in this training plan. Provide rationale for the activities and how they relate to the two learning theories. Lastly, I will discuss how this diversity training can modify employee

This research paper addresses the importance of diversity training in the workplace. Having realized how pertinent workplace discrimination is globally, this paper will give a broad look into the various ways that diversity is displayed in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored,

Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and