...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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...Madrid, Spain Diversity Assessment Tools: A Comparison Abstract: Much has been written about how to address diversity in the human resources function (recruitment, retention, professional development etc.) but less has been written about how to develop strategies to leverage diversity in other areas. This study proposes an approach to exploring diversity through the value chain and a tool to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity. Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which: Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it Value diversity both within the organization and outside of it Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture Emphasize individual accountability at all levels of the organization Constantly communicate the organization’s commitment to diversity both through...
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...Literature, Science and the Arts, Ann Arbor, MI May 2017 Major: Statistics GPA: 3.30/4.00 Purdue University, Krannert School of Management, West Lafayette, IN Jan 2013 – Dec 2014 Majors: Accounting and management GPA: 3.66/4.00, Semester Honors and Dean’s List EXPERIENCE Emerson InSinkErator Appliance Co., Ltd., Racine, United States May 2015- July 2015 Finance Intern * Rotated in general accounting, accounts receivable and accounts payable groups * Analyzed accounts payable data to strengthen liquidity and increase net profit * Performed internal audits on 2 projects in 4 weeks improving efficiency according to the Audit Board * Coordinated with Finance department to create a budget plan for capital and expense by using Microsoft Office Excel Patras Mental Health Association SOPSI, Patras, Greece May 2014 – June 2014 Marketing Intern * Developed a marketing plan which increased Facebook page followers by 400% to expand the awareness of the NGO to the European public * Conducted research to create fundraising events and as a result increased monthly profit by 5% * Proposed potential improvements and implemented changes in the NGO’s daily procedures in order to improve service quality and help the NGO achieve its goals Boiler Gold Rush International, Purdue University April 2014-Aug...
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...Screening to verify eligibility and a brief pre-group meeting will take place at the Counseling Center on Thursdays between 12 p.m. and 2 p.m., on a case-by-case basis additional screening times will be made available for students who are unable to attend during this window. The facilitator and the administrative staff at the Counseling Center will coordinate to create these additional options. Screening and pre-group meetings will be performed by the licensed mental health professional that will facilitate the group intervention. The screening and a brief pre-group meeting will take approximately 15 minutes. In addition to confirming students are undergraduates, identify as male and are at least 18 years old students will need to score below...
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...CULTURAL COMPETENCY Policy: SCOPE: This policy impacts all staff and departments in National Psychiatric Care and Rehabilitation Services PURPOSE: This policy demonstrates a commitment to a comprehensive linguistic and cultural competency plan and describes how it will meet the linguistic and cultural needs of the residents it serves. The objectives of this policy include the following: 1. To ensure that National Psychiatric Care and Rehabilitation Services is aware of and identifies enrollees who may need additional resources to meet their cultural and linguistic preferences. 2. To ensure that National Psychiatric Care and Rehabilitation Services meets the language requirements of its client health plans and their State mandated requirements to provide enrollee materials in easily understandable formats, including special attention to the reading level requirements set forth. 3. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees who may require materials in additional formats such as large font, braille, audio recordings, etc. 4. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees in providing access to interpreters, onsite and offsite when speaking with National Psychiatric Care and Rehabilitation Services staff. POLICY: National Psychiatric Care and Rehabilitation Services has developed a Cultural Competency Plan and training program to create an awareness of and sensitivity...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Assessment 3 ------------------------------------------------- Working Across Difference With Transgender ------------------------------------------------- And Transsexual Individuals ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Student Name:------------------------------------------------- ------------------------------------------------- | ------------------------------------------------- Clare J Clayton | ------------------------------------------------- Student Number:------------------------------------------------- ------------------------------------------------- ------------------------------------------------- | ------------------------------------------------- S2847347 | ------------------------------------------------- Date Submitted: | ------------------------------------------------- ...
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...You may wish to make specific reference to your jurisdiction’s laws addressing employment standards, occupational health and safety, and human rights. * Personal Information Protection and Electronic Documents Act * Managers must make sure that they comply with this act’s ten principles in regard to maintaining the standards for privacy. According to this act, the human resource department and the company are responsible for safeguarding the privacy of employees. According to this Act, employer can barely keep anything from an employee. Employers are allowed to gather information about employees such as performance, attendance, and possibility of advancement. * Employee Standards Legislation: * There are minimum standards that employers are required to meet * Human rights employment standards in Ontario: * Protects people in Ontario from employment discrimination * The protected grounds of discrimination in employment in Ontario are: race, national or ethnic origin, colour, religion or religious creed, age (18 and over), sex (including pregnancy and childbearing), sexual orientation, marital status (including same sex partners), family status, physical or mental disability (includes dependence on drugs or alcohol), pardoned conviction, ancestry or place of origin * Should encourage diversity in the workforce, one that is a true representation of the population * Everyone has the right...
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... | |Directorate: |Psychology and Psychological Therapies | |Department: |Depression and Anxiety Service | |Base: |Newton Abbott | |Responsible To: |Local Team Clinical Lead | Job Purpose The principal purpose of the job is to improve the psychological health & wellbeing of people within an identified Devon locality. The post holder will be part of an Improving Access to Psychological Therapies (IAPT) service and will provide high intensity interventions - initially cognitive behavioural therapy (CBT). The post holder will work with clients who have a range of complex Anxiety and Depression related problems for which CBT is demonstrated to be clinically effective. The post holder will work with people with different cultural backgrounds and ages, using interpreters when necessary and should be committed to equal opportunities The post holder will act as a lead specialist for IAPT, providing professional clinical supervision to less experienced staff, trainees & students. As a senior...
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...that Asian Americans experience tend to be more covert and in the form of microaggressions, which are harder to detect and often dismissed as jokes or compliments. These microaggressions, which stem from resentment from the model minority myth, cause the most race-related stresses in Asian Americans, which can lead to physical and mental illnesses. The model minority myth is the belief that Asian Americans have achieved the American dream, and no longer experience the discrimination or racism that other minority groups continue to face. This belief is fallacious as Asian Americans still continue to face discrimination and oppression just as other minority groups do. Asian American “success” is often backed by the fact that the median family income and employment rates of Asian Americans exceed those of White Americans. However, these statistics fail to account for the fact that Asian American families tend to have more working household members. In reality, the individual wages of Asian Americans tend to be lower than those of their White colleagues who have comparable jobs and education backgrounds (Sue book). The statistics also ignore the diversity of the Asian American race and how the median family income and employment rates vary across different Asian American groups. While some Asian American groups may fit the "model minority” model, there are many Asian American groups who do not. The model minority myth has shrouded the racist, economic, and social problems that Asian...
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...1310055630 A.K.M.Mustansir Billah Fuad 1211236030 Prepared For Israt Jahan Linda (IJL) LECTURER NORTH SOUTH UNIVERSITY DATE: 4th December, 2015 2 Serial No Content 01 Introduction, Brand audit objectives, scope, and approach 02 Background about the brand (self-analysis) 03 Background about the industry 04 Consumer analysis 05 Brand inventory 06 Elements, current marketing programs 07 POPs, PODs 08 Branding strategies 09 Brand portfolio analysis 10 Competitors’ brand inventory 11 SWOT analysis 12 Brand exploratory 13 Brand associations, Mental Map 14 Brand positioning analysis 15 Consumer perceptions analysis (vs. competition 16 The Customer-based Brand Equity Pyramid (CBBE) 17 Summary of competitor analysis 18 Brand equity evaluation 19 Strategic brand management recommendations and 20 conclusion 3 A brand audit is a thorough examination of a brand’s current position in the market compared to its competitors and a review of its effectiveness. It helps you determine the strength of the brand together with its weaknesses or inconsistencies and opportunities for improvement and new developments. A brand audit is effectively a health check of the brand to identify and address problems areas with a net result of helping the brand turn things around and grow its bottom line. Brands are like living entities with life cycles. PBL launched...
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...skills assessment was performed on the newly formed consulting team. Team C members consist of Marzieh Cassidy, Rhonda O’Brien, Laura Gilge and Carina Torres. Team members worked together in indentifying their respective skills and developed a matrix table to understand the team strengths and weaknesses. To perform as a high performance team it was established strong core values will help guide attitudes and behaviors in improving the performance of team goals. In performing the skills assessment a diverse mix of skills were identified from creative thinking, communication and business management skills. The teams’ diversity of work experience provides individual perspective and knowledge in human resources management, accounting and information technology in non-profit, public and private industries. To perform harmoniously the group recognized the diversity of culture, ethnicity and social environment of this newly created high performance team. The skills assessment table categorized different skill sets in displaying a pictorial chart for ease of understanding. The team included a work, and volunteer experience summary to attach a relationship of how the skills were obtained. Team C has a variety of skills, education, and experience. Many options exist for the group to specialize in. The group has narrowed its focus to three consulting team types based on the majority of abilities possessed by the most members. Team C has extremely strong organizational and problem...
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...utilization, and the current and future requirements of the beneficiary population. Then the healthcare resources, costs and financial projections are analyzed to determine the infrastructure that will be required to deliver the benefits. This chapter focuses on the elements of healthcare benefits. WHAT IS THE NEED FOR HEALTH INSURANCE? Individuals at different age levels must ascertain their need for healthcare services. The uncertainty of one’s health and the expense of requiring hospitalization, physician care, or other health resources lead many to consider purchasing health insurance. As an economic and cultural decision, some purchase monthly benefits, while others choose only catastrophic care for unintended problems requiring hospitalization. 413 32400_CH17_Pass1.qxd 10/5/08 3:17 PM Page 414 414 Chapter 17 Fundamentals of Healthcare Benefits WHAT ARE THE TYPES OF HEALTH INSURANCE? Individuals (beneficiaries) may receive health insurance protection through several vehicles. They may be covered under federal and state government sponsored plans like Medicare and Medicaid, Blue Cross/Blue Shield service organizations, or health maintenance organizations (HMOs) and preferred provider organizations (PPOs). They also may participate in group insurance plans offered by their employers, or purchase individual insurance through mass...
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...the monitoring and review of Health and Safety in the health and social care workplace. Monitoring and Reviewing Health and Safety Policies and Practices In Health and Social Care setting, the legislation, policies and procedures are regulated, in order to achieve the best outcome for the service user and the service. Every sector would aim to provide the high quality of care and service, for the service users and the workers. To achieve the standard the services has to go through lots of process, for example implementing the legislation, policies and procedures in the work of practices. To ensure whether the services have followed the rules and regulations, there are organisations that go around and inspect the services. Organisations like Care Quality Commission (CQC) and Healthwatch England sets out the standards and inspects the services; required by the law to the setting like: residential homes, nursing homes, hospitals, GPs etc. Care Quality Commission (CQC) main aim is to ensure “care services in England provide people with safe, effective,...
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