...Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2013 Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Pin Zhou Cornell University Daniel Dongjin Park Cornell University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/student Part of the Human Resources Management Commons This Article is brought to you for free and open access by the ILR Collection at DigitalCommons@ILR. It has been accepted for inclusion in Student Works by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Abstract Question: Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’? Keywords human resources, diversity, inclusion Disciplines Human Resources Management Comments Suggested Citation Zhou, P. & Park, D. (2013). Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/student/46/ Required Publisher Statement Copyright by the authors. This article is available...
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...As Item A states’ there is a divide over views on the extent of family diversity these Sociological views on family diversity divided into two groups; the modernists and the post-modernists. The modernists include the functionalists, the new right, the neo-conventional family and the Rapoports: five types of family diversity. The functionalists and new right only see the conventional nuclear family as normal and all other family types as deviant, and Chester believes there has been one major change which is the neo-conventional family and finally the rapoports have identified five different types of diversity. The post-modernist include life course analyse, family practices and include sociologists such as Giddens, Beck, Stacey and Weeks. Postmodernism rejects the structural views of society and believe individuals have more choice in their relationships and family practices. The functionalist view on society as fixed and predictable structure. They see the nuclear family as the best family type and helping to maintain structure by preforming vital functions. Talcott Parsons believes there is a ‘functional fit’ with the nuclear family and society, and Parsons sees the nuclear family as suited to meeting modern societies needs for a geographically and socially mobile workforce. He also believes the nuclear family as preforming two ‘irreducible functions’ which are the primary socialisation of children and the stabilisation of adult personalities. As a result of this in the functional...
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...Equality, Diversity and Inclusion: An International Journal Managing complexity: using ambivalence and contingency to support diversity in organizations Iris Koall Article information: Downloaded by Roehampton University At 03:40 24 January 2016 (PT) To cite this document: Iris Koall, (2011),"Managing complexity: using ambivalence and contingency to support diversity in organizations", Equality, Diversity and Inclusion: An International Journal, Vol. 30 Iss 7 pp. 572 - 588 Permanent link to this document: http://dx.doi.org/10.1108/02610151111167034 Downloaded on: 24 January 2016, At: 03:40 (PT) References: this document contains references to 76 other documents. To copy this document: permissions@emeraldinsight.com The fulltext of this document has been downloaded 2271 times since 2011* Users who downloaded this article also downloaded: Christina Schwabenland, Frances Tomlinson, (2008),"Managing diversity or diversifying management?", Critical perspectives on international business, Vol. 4 Iss 2/3 pp. 320-333 http:// dx.doi.org/10.1108/17422040810870033 Charbel Jose Chiappetta Jabbour, Fernanda Serotini Gordono, Jorge Henrique Caldeira de Oliveira, Jose Carlos Martinez, Rosane Aparecida Gomes Battistelle, (2011),"Diversity management: Challenges, benefits, and the role of human resource management in Brazilian organizations", Equality, Diversity and Inclusion: An International Journal, Vol. 30 Iss 1 pp. 58-74 http://dx.doi.org/10.1108/02610151111110072 ...
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...A Diversity Audit in Mental Health Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees...
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...A Diversity Audit in Mental Health Setting Chantell Douglas TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the...
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...A Diversity Audit in Mental Health Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees...
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...concerning the legal recognition of same-sex relationships in Australia, the perception that power is bartered through interest groups becomes highly plausible through the lens of classical pluralist theory. There are competing visions of diversity in Australia, and behind the main positions; supportive, neutral, and opposing, there are a multitude of perspectives underlying these umbrella groupings. For some in the community, the concept of gay and lesbian marriage is controversial, and its complexities raise fundamental social, religious, moral and political questions. In analyzing how power has operated in this situation, I will apply classical pluralism to converse sides of the moral argument to reveal how Australian attitudes have changed over time in a progressively consensual political environment. For this issue, the strengths of pluralism lie in its empirical nature; it is an observable and comprehensive view of understanding how power operates in society, with regard to a multitude of perspectives and interest groups. However, further analysis will reveal that while there are many voices in the debate concerning marriage equality, they are not created equally. A form of ‘elite pluralism’ prevails that refutes classical pluralist ideals of diversity. Interestingly, a weakness of classical pluralism is that its end game ultimately fails; the discussion of polarizing topics can lead people to...
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...A Diversity Audit in Mental Health Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees...
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...Feminism in Bangladesh: Establishing equal rights between men & women in young generation. SADMAN ANIS Students University of Liberal Arts Bangladesh ABSTRACT This is basically exploratory study and was conducted at University of Liberal Arts Bangladesh & United International University, Dhanmondi,Dhaka, Bangladesh over a period of 10 days started from 1st December, 2012 to 10th December, 2010. The main objective of this study is to describe what the condition of feminism in Bangladesh and what is the thinking of our varsity girl about feminism. Total 21 respondents were selected based on age class of 18-22. Feminism is a belief in the right of women to have political, social, and economic equality with men. It is a discourse that involves various movements, theories, and philosophies which are concerned with the issue of gender difference, advocate equality for women, and campaign for women’s rights and interests. According to some, the history of feminism can be divided into three waves. The first wave was in the nineteenth and early twentieth centuries, the second was in the 1960s and 1970s and the third extends from the 1990s to the present. Feminist theory emerged from these feminist movements. It is manifest in a variety of disciplines such as feminist geography, feminist history and feminist literary criticism. Although feminism has emerged in nineteenth in the world, it is yet unknown to women of our country. The concept of feminism in Bangladesh has...
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...nature and extent of family diversity today. Family diversity is the theory that there are many different family types, rather than the nuclear family being the dominant type. However there are many different sociological explanations and two different conflicting views. The modernist view, and the postmodernist view. For example New Right sociologists believe that the nuclear family is the bedrock of society, and is the natural family, unlike lone-parent families which are consider unnatural and harmful as they believe that mothers cannot discipline children. This leads on to the theory that marriage is essential in the socialisation of children. They also believe that traditional roles have been undermined by divorce legislation and welfare benefits. New Right sociologist think that many social problems, such as high crime rates, are caused by the decline in nuclear families. However there are many criticisms of this, such as Oakley who believes that this view is a negative view against the feminist campaign for women's equality. New Right sociologists also fail to recognise unequal relationships in families. Another modernist view is that of Chester and his neo-conventional theory. Chester sees a shift from the conventional nuclear family to the neo-conventional family where both spouses play a bread winner role. A neo-conventional family is a dual-earner family. Chester also recognises that there has been an increase of family diversity in recent years, however he...
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...D Diversity Analysis of Wells Fargo MGMT 360-51 Team - Multiplicity Shannon Willy Darren Cattnach Jeannine Petersen Edward Davis Cindy Sellner Metropolitan State University Summer 2010 Executive Background Introduction Wells Fargo & Company is a diversified financial services company providing banking, insurance, investments, mortgage, and consumer and commercial finance through more than 10,000 stores and 12,000 ATMs and the Internet across North America and internationally. They are headquartered in San Francisco; however, they’re decentralized so every local Wells Fargo store is a headquarters for satisfying all their customers’ financial needs. This has led to a large customer base, which Wells estimates that one in three households in America does business with them. Wells Fargo has $1.2 trillion in assets and more than 278,000 team members across their 80+ businesses. They ranked fourth in assets, and third in market value of their stock among their U.S. peers as of March 31, 2010 ("Wellsfargo.com," 2010). Wells Fargo’s company vision is stated as, “We want to satisfy all our customers’ financial needs, help them succeed financially, be the premier provider of financial services in every one of our markets, and be known as one of America’s great companies.” This statement has led them to have an outstanding reputation in the community. They have been recognized in the following publications: FORTUNE 19th in Revenue among All Companies...
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...EVIDENCE THAT THE NUCLEAR FAMILY IS NOT DEAD -MCGLONE – found that unemployment, poverty, community care for the elderly and increasing numbers of young people living at home longer, means that there is a need to family mutual support systems. –nuclear families feel a strong sense of obligation towards extended family in times of family crises. -FINCH –found that in working class are areas, the extended family is still common. Her study pf the East End of London found that adults often live only a few streets away from their close relatives and partners- visit regularly- especially if they have daughters. -MASON (1993)- study of Greater Manchester found that over 90% of the sample had given or received financial help from relatives and almost 60% shared a household with an adult relative other than their parents at some point in their lives. The term MODIFIED EXTENDED FAMILY is used to show how the nuclear family and individuals still have ties to extended kin. EVIDENCE THAT THE NUCLEAR FAMILY IS NOT DEAD -MCGLONE – found that unemployment, poverty, community care for the elderly and increasing numbers of young people living at home longer, means that there is a need to family mutual support systems. –nuclear families feel a strong sense of obligation towards extended family in times of family crises. -FINCH –found that in working class are areas, the extended family is still common. Her study pf the East End of London found that adults often live only a few streets away...
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...EXAMINING THE CRACKS IN THE CEILING: A Survey of Corporate Diversity Practices of the S&P 100 March 2013 Table of Contents FOREWORD ....................................................................................................... 1 EXECUTIVE SUMMARY ................................................................................. 2 EXAMINING THE 10 KEY INDICATORS .................................................... 7 1. Equal Employment Opportunity (EEO) Policy ........................... 8 2. Internal Diversity Initiatives ...........................................................10 3. External Diversity Initiatives ..........................................................12 4. Scope of Diversity Initiatives...........................................................13 5. Family-Friendly Benefits....................................................................14 6. EEO-1 Disclosure ..................................................................................15 7. Highest-Paid Executives ...................................................................16 8. Board Representation .......................................................................18 9. Director Selection Criteria ...............................................................20 10. Corporate Commitment ................................................................21 DIVERSITY SCORES BY SECTOR ................................................................22 CONCLUSIONS AND NEXT STEPS...
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...setting and how as part of my role I am involved in developing links with the traveller community. Reflecting on my practice I will show how my values of social justice and equality compels me to engage in social and educational practices that ensure that no child is privileged at the expense of minority or marginalised groups. My setting has an ethos of equality of respect for all; a practice of inclusion that is grounded in an intercultural ethos. What does this mean in reality, well as a faith school we have at the heart of our vision the desire to nurture and love all children regardless of their background, ethnicity or faith. Striving all the time to reach out to all areas of our school community, this can be seen in the way we are building bridges of friendship with the families of our children encouraging them all to become engaged with the school in the development of their children. A passionate belief in the right to social justice and equality for all people, irrespective of social class, race, gender or ethnicity drives me to strive for equal opportunities in the area of educational provision. The rationale behind this aspiration is reflected by Russell (1932) and Dewey (1966) of the importance of education as a lifelong process that has the capacity to confer on participants’ libratory and life-enhancing experiences. Traveller children belong to an ethnic minority group who exist mainly on the margins of society. Dwyer (1974) describes how for generations...
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...info@combatpoverty.ie Website: www.combatpoverty.ie COMMUNITY DEVELOPMENT AND PUBLIC POLICY Siobhán Lynam Community Development and Public Policy 1 © 2006 ISBN: 1-905485-11-5 While every effort has been made to ensure that the information contained in this book is accurate, no legal responsibility is accepted by the author or Combat Poverty for any errors or omissions. The views expressed in this publication are the author’s own and not necessarily those of Combat Poverty Agency. 2 Community Development and Public Policy CONTENTS Acknowledgements Preface 4 5 Introduction Background to the publication Structure of the publication 6 6 Section 1: Defining public policy 1.1 What is public policy? 1.2 How is policy made? 1.3 The public policy cycle 1.4 Example of a community organisation’s impact on policy 7 7 8 13 16 Section 2: A community-development approach to policy making 2.1 Giving voice to excluded groups 2.2 Characteristics of a community-development approach 2.3 Value of adopting a community-development approach 18 18 19 21 Section 3: Influencing public policy making 3.1 Develop a policy agenda 3.2 Make it an integral part of the work 3.3 Be focused 3.4 Develop a strategy for the influence 3.5 Understand the process of policy implementation 3.6 Build operational and organisational capacity 24 24 25 25 27 31 31 Section 4: Issues and challenges 4.1 Challenges for the community sector 4.1 Challenges...
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