Diversity Critical Thinking

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

Through Training and discussions are essential to raise awareness of diversity, equality and inclusion in any work settings. Discussion in meetings or group discussion among staffs play a vital role to raise awareness of equality, diversity and inclusion. The more they will engage in discussion or obtain trainings about this issue the more they will learn and be aware of and also they will be able and put them in their everyday’s practice.

As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.

The purpose of this paper is to reflect upon the diverse experiences that I have had in my personal and professional life. Fortunately, I have had a large mix of diverse friends and experiences in my life. This paper will discuss those diversities as well as the plan to expand on my current knowledge.

I learned some important things from this course that I will allow to stick with me no matter my profession. Diversity is something I will always have to deal with regardless if it is race, gender, or gender orientation. Importantly this course has allowed me to grow as an individual and has shown me that it is okay to learn about other races and their background. Not only has it allowed me to be acceptable of everyone in fact, it has allowed me to be less judgmental amongst others.

Is race-thinking an inevitable product of the fact of human diversity? Before attempting to address this question, we must first deconstruct and define the terms race-thinking as well as race. Race-thinking, as Paul C. Taylor defines the term, occurs when human beings assign “generic meaning to human bodies and bloodlines” (16); it concerns itself with the “kinds, called races, and... about individuals, who thereby have racial identities (18). The concept of race is an elusive term to define, especially since philosophers, biologists, and sociologists may define the term via different methods. Michael Hardimon, a philosopher at UC San Diego, defines the logical core of the concept of race by imposing a set of three theses that constitutes and

Very good discussion post. I agree with your discussion post about diversity being important for our minds. When it comes to personal perspective it can make us believe something untrue due to being too close. I use to think that I lived in a diverse neighborhood because we were all different races. I failed to understand till later in life that diversity is much more than our skin color and/or the language we spoke. Then again as children, some of us grew up hearing over and over about skin color, so in our minds when we were surrounded by people of all races it was diversity.

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

During the critical thinking and diversity presentation, the speaker gave the class a rundown of what situations we may encounter both at university and in the professional world. In the exercise she conducted, we discussed not only the potential solutions to the confrontations, but also the different opinions about doing so. The overall experience helped expose us to the importance of critical thinking and being diversely conscious.

The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Language and language diversity play a significant role in critical thinking and its processes. Language is the main device we use as humans to communicate through symbols what we think, experience or feel. Language is also one of the primary methods of transmitting culture. Language diversity is important to critical thinking because of the close relationship between language and culture. Language is used diversely by different cultures, with what is deemed appropriate in one culture often being thought of as inappropriate in another culture. Culture, then, often shapes language both in its use and in what we view to be "normal" language. Close reading consists of exploring language in ways that increase critical thinking skills.

There are four layers of diversity. They are organizational diversity, external dimensions, internal dimensions, and personality. The four layers create framework for an organization to manage the complexity of diversity, and specifically it is needed to focus on individual attitudes, managerial skills, and organizational values. In order for an organization, such as the Air Force, to make a cultural change, it should use a seven-step approach. It starts with generating executive commitment to diversity. This is because any changes that will stick should be made first at the top, and the others will fall in line. The next step is an assessment. Research suggests that effective diversity management is data-driven, and having accurate data is critical to formulating plans for the organization. The next step is to form a diversity council. This council should guide the process, and are primarily a communication tool to get and give feedback to and from employees. The fourth step is systems change. For this step to be effective, the organization’s processes, policies, and tools should be aligned with the organization’s diversity goals. Step five is training. Training creates awareness for this change, helps to develop the skills and knowledge, which ultimately results in organizational changes. Step six is measurement and evaluation. In this step, the diversity changes

We live in a society where people come from different countries, they belong to different cultural, religion, ethnic groups, and races. All these factors come together and contributes to differences that make us unique from each other. Hence, a multicultural country with huge diversity. This reflection journal will cover what “human race” is and what role it plays in ones’ personal life and in a nursing profession. Moreover, what bias, assumptions and judgements are, and how to avoid them. Lastly, what caring is and what role does it play in nursing.