...27/07/2015 Skip to the content Working with people from culturally diverse backgrounds | Encouraging diversity | Victoria's Volunteering Portal Home About this site About Information for volunteers Manage your volunteers Directory Sitemap Contact us Search this site Listen Home Roles and responsibilities of a volunteer coordinator Using the National Standards Establishing codes and principles Planning volunteer programs Policies and procedures Manage your volunteers Encouraging diversity Working with people from culturally diverse backgrounds Working with people from culturally diverse backgrounds Working with volunteers from culturally and linguistically diverse backgrounds can add value to your organisation, create an inclusive environment, strengthen positive relationships with the local community, bring new perspectives and encourage people from different backgrounds to use your services. Attracting and recruiting Inducting and training Supporting and supervising However, organisations need to be mindful that involving people from culturally and linguistically diverse backgrounds in volunteer programs is a long process, especially if you want the volunteer program to be sustainable. Organisations need to focus on one community and then progressively involve other communities. Rewarding and recognising Encouraging diversity Why is diversity important? Ways to encourage diversity Recruiting volunteers from diverse ...
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...to describing how diversity affects an individual, there are various ideas and explanations. Not many people spend time thinking about how diversity can improve or modify an individual’s intelligence, but understanding the positives and negatives of working with a diverse group is significant. Additionally, the subject of exploring diversity and the overall effect it has on a particular individual is clarified through experiments and explanations. There are many ideas that support the theory that diversity increases creativity, as well as a variety of ideas that support the belief of various challenges arising when working with a diverse group of individuals. An argument expresses that an individual is more willing to listen to...
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...Introduction: Diversity in the workplace is natural to Canada with its multicultural population and more than 250,000 newcomers entering the country every year (Government of Canada). One of the distinguished features of Canada’s current workforce is its growing diversity. As a concept, diversity refers to a broader set of qualities than race and gender. Its dimensions include, but are not limited to, age, ethnicity, educational background, geographic location, income, marital and parental status, religious and moral beliefs, physical abilities, working experiences, and job classifications. For example, for the first time in history, today’s workplace accommodates four different generations — the Matures, the Baby Boomers, Generation X, and the Generation Y. Each age group brings different perspectives on life and work; all of them relate differently to the same working environment; all of them bring new ideas that benefit the workplace on different levels. It is a great challenge for both employers and employees to learn to value and to embrace differences and not get caught up in stereotyping those who look, think and act differently. It is a great need to start learning about diversity by talking to people, asking questions and listening. The more we know about differences, the more we understand them and the more we can appreciate and value their contributions to the workplace. Employers need to learn how to integrate and manage their diverse workforce; employees need...
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...Introduction Workforce diversity refers to the differences among people in terms of age, race, gender, ethnicity, religion and disability status (Robbins and Judge, 2014). In today's business environment, workforce diversity is at the highest peak it has ever been. Companies are becoming more diverse to cope with globalization, business expansion, technology advancement and maintaining its competitiveness in the market. The purpose of this report is to understand the demographics and level and types of diversity of the workforce in the author’s organization. After which identify and describe the diversity management strategy that the organization employs, with the aims to eliminate issues and challenges of a diverse workforce and improve overall performance of the organization. 2. Demographic and Diversity of the workforce Singapore’s workforce is naturally diverse due to the multi-racial society. The changing demographic profile, the presence of more women and elderly in the workplace and globalization has also increased the workforce diversity. In almost every organization, the employees are from different backgrounds, age, gender, nationalities and religions. Robbins and Judge (2014) argued that it is these differences of each employee that framed the behavior and culture of each organization. According to Robbins and Judge (2014), there are typically two types of diversities: surface-level diversity and deep-level diversity. Surface-level diversity is the demographic and...
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...When I applied for the diversity scholarship, I did it under the broader understanding of what diversity means to me. I believe true diversity includes race, religion, marital status, ethnicity, socio-economic status, gender, sexual orientation and importantly to me… age. As I later discovered, a broad definition similar to this had already been established by the diversity commission. It has been an honor and privilege working with the commission and I wish you the best in continuing to meet the ever changing diversity needs of the university and the surrounding community. Take care and God bless! Sincerely in warm regards, Question: What does the word ‘diversity’ mean to you? Large group session/personal reflection exercise Introduction This report contains the ideas, knowledge and insight that took place over a three and a half day session in Sackville, New Brunswick. The Youth For Diversity Project, aims to bring approximately 25 youth together in one arena to discuss, debate and create ideas and plans around the issue of diversity. Half of the session was spent looking at the individual and group definitions of diversity, with sessions that included both reflective and group exercises. Small groups were formed to further flesh out concepts around diversity—racism, ageism, sexual orientation, access to resources, etc.—to further understand the impact that diversity has had on us and those around us. To add to these sessions, four guest speakers were invited...
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...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy: companies...
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...Table of Contents Executive Summary 2 About TimoTel 2 TimoTel & Supplier Diversity 3 Criteria and Methods 3 The Business Case for Diversity, its Challenges & Awareness 4 Diversity Challenges 5 Recommendations 5 References 7 Executive Summary A diverse workforce is more common today than it was decades ago, and is a challenge more companies are faced with today. Multi-generations are working side by side, learning from one another’s experiences. Immigration has increased from 979,000 to 1,120,000 in 2011 [census.gov], and the proportion of fforeign workers has grown as a result. Same sex unions are legal in some areas, women are working, etc. all leading to a more diverse work environment. TimoTel presently does not appear to have diversity as a focal area in long term business objectives, as you will find in the visions and values illustrated later, but it does place responsibility and accountability for the success of the company on its people. Diversity and diversity management are hardly taken into consideration and have to be developed yet. The TimoTel Officers is comprised of ten males (no females), eight of which are Caucasian; the Board of Directors also has ten members, of which eight are Caucasian males, and two females. About TimoTel TimoTel, a company whose beginning started in 1965, manufactures and designs telecommunications equipment for service providers (customers include wireline, wireless, cable TV companies and government...
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...order auto insurance company. Today Allstate has assets totaling over $156 billion altogether, (Funding Universe, 2011). Allstate Insurance has been so successful throughout all these years is adaptability in meeting the needs of customers, which gives the company its competitive edge, and its strong focus on honoring diversity. A main core value at Allstate Insurance Co. is inclusive diversity. (Allstate Insurance Company, 2011) states the following in inclusive diversity are: “Workforce Diversity is to sustain an effective organization that drives a high-performance culture, which in turn enables higher productivity, higher morale, more innovation, collaboration and risk taking. Marketplace Diversity is committed to growing our business in the multi-cultural marketplace. Allstate recognizes that there are a variety of factors which contribute to a customer’s decision to engage with our company. Community Diversity understands that communities are more than just places to live and work. They're social networks that support the economic, educational and political interests of their residents Supply Chain Diversity Allstate established a supplier diversity program that actively seeks out diverse suppliers and invites them to compete for our existing procurement opportunities.” The company continually tries to ensure that their workforce is a reflection of the diverse market which they serve, along with the diverse group of suppliers with whom they do business. Allstate...
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...College/University 1. Introduction Diversity, along with many other challenges, when managed well through the leadership qualities, becomes a strength of that organization resulting in a competitive edge over the competitors. 2. Role of Leadership and Management Leadership and management practices devise solutions for all types of organizations: public institutions and private sector organizations. These solutions have been developed by tackling and resolving the day-to-day operations and managerial problems encountered by the organizations and now have become the certified standards to practice wherever and whenever required. These practices are on a pattern of change due to the novelty of problems caused by the phenomena of diversity, added to the list of challenges. (Ospina, 2001) a. Difference between public sector and private sector An organization which is working for a government department may have similar issues to the one operating in the private sector as all the basics of the principles of leadership and management are same but the way a public sector organization deals or have the tendency to deal with the challenges make it different in its nature. This is because of the fact that the organizational development and change management procedures and practices are not of that pace which are identified profoundly in the private sector, thus the ultimate outcomes are also slower in response from the public sector. 3. Effectiveness and Diversity An organizational challenge...
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...conquer 21st century, businesses started to recognize the significance of acknowledging the presence of diversity in their workplace. The concept of diversity according to the authors of Management 4th Asia pacific Edition diversity is “the term used to describe differences among people at work which mainly includes age, race, ethnicity, gender, physical ability, disability, personality, culture, sexual orientation, religious beliefs, education, experience, family status and many more.” (Schemerhorn Jr, et al., 2011). Therefore it is the variety and differences of the people working for a certain business or within the company but most of the people presume that is when we talk about diversity it is mostly the difference between ethnicity, race or gender. (UCFS: University of California, n.d.). It is very essential that businesses understand and encourage diversity in the workplace as it may arise to various advantages such as enhanced communication between employees, increase of flexibility within the business, eradication of discrimination and learning how to appreciate culture and wider range of opinions, perspective and talents that will result employees satisfaction and increase of businesses competitive edge against competitors. Advantage of working in a Diverse Workforce * Eliminate discrimination It is important for the business to encourage workplace diversity not only for the account of the business but also to the employees to prevent and eradicate discrimination...
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...……………………………………………………………………………………….7 Introduction to organization Diversity is a concept used point out the differences between groups and people. These Differences include gender, age, race, religions and etc... Workforce diversity and performance in bank of America is a very big issues that we are going to decorticate. As we know bank of America is one of the largest banking institutions in the world. They operate in almost every area in the banking industry from commercial banking to investment banking. It has a very large customer base and clients in the United States and worldwide. Bank of America is a company that has a very strong diversity program; they employ people from all around the world. They put a lot of effort in keeping all their employees in better space and good conditions to enable their well-being and so that they can keep on performing. We have the role to evaluate how the company is working toward keeping their very diverse environment sane and without conflicts. We also have to provide ways the company can improve from the state they are now. Bank of America has over 48 million customers worldwide. Bank of America is considered as one of the leading wealth management companies in the world and is also considered as the leader in the investment banking in world and trades for many companies and governments in the world. As a major global we expect them to have a very strong diversity program within their...
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...Diversity in the Workforce Raul Rios Jr. Columbia College Thesis Statement What are the different aspects of diversity within the US workforce and how might it be effectively managed? What positive and negative factors are derived from diversity training? This research paper aims at answering this particular question. In order to do this, the paper will look at the challenges of diversity in the workplace from many different angles. Abstract This paper first explains what diversity really is and the impact it has on today’s workforce. It also explores why diversity needs to be managed in workplaces in the United States. It then discusses the positive and negative impacts of managing diversity (mainly diversity training). This paper identifies some of the major challenges associated with managing diversity. This research paper concluded with some recommendations on how to manage diversity within a workplace. Diversity in the Workforce Changes in the US Workforce Make Diversity an Organizational and Managerial Issue The United States has historically been a land of the immigrants; it continues to be the same today. People from al around the world come to settle in the US. United States has people from ever ethnic backgrounds, whether those people are in the majority or minority. The diversity of America does not only encompass different races of people, but many other aspects which differentiate people from each other. Diversity can refer to people who practice...
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...INTRODUCTION With globalisation, it is inevitable to have workforce diversity. Workforce diversity is the significance differences of each individual that distinguish them at their working environment. This report explores the study of workforce diversity and brings about an understanding of surface-level and deep-level diversity. Furthermore, the report highlights the importance of managing for diversity and explores the characteristics of both Singapore employees and expatriates. SURFACE-LEVEL DIVERSITY AND DEEP-LEVEL DIVERSITY Diversity is being characterised into surface-level and deep-level diversity. Surface-level diversity refers to the observable demographics and psychological differences that include language, culture, race, gender, ethnicity, age and physical capabilities. Deep-level diversity refers to the differences in psychological characteristics which includes personalities, beliefs, values, knowledge, experiences and attitudes. Both types of differences are evident in an individual’s decision, actions and expectations. (McShane, Olekalns & Travaglione 2010) Surface-level differences are easily noticeable and measurable as compared to deep-level differences. One of the example is the use of expatriates who are professional personnel employed outside of their home country to work or assist in another organisation. Standard Chartered is one of the organisations which embraced surface-level diversity. It operates overseas and send executive to run subsidiaries in...
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... Name Institution Introduction The concept of workplace diversity refers to the differences that exist within an organization based on the employees working together in a team (Sonnenschein, 2009). It is imperative to note that the modern working environment calls for the need to manage the diverse workforce. As such, the management shoulders the responsibility of ensuring that they effectively manage diverse employees within their organization. It would sound simple to think that managing such team does not require tact and knowledge. However, it is pertinent to note that the aspect of diversity encompasses many fields like ethnic background, race, and age of individuals, gender, educational level, and the personality type of people. Additionally, diversity involves how the individuals perceive themselves and others of the different background than theirs. Hence, the perceptions will interfere with how they interact with others and the manner in which the organization will operate (Blunt, 2009). Therefore, for various assortments of employees to be in a position to function effectively within an organization, the human resource personnel must effectively deal with a broad range of issues. For instance, they must address change within the organization, communication aspect, and adaptability to the working environment. Furthermore, the issue of diversity will significantly increase in the future hence the need for every organization to find ways...
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...Week Six Reflection Week six dealt with how an organization’s diversity impacts human capital management. This is not a new subject for me. Working for a global corporation requires working with a very diverse group of people. Valerie didn’t struggle with any of the concepts, but some of the topics made me think about how to create a better environment for my employees. My district has about 130 employees. Each of the nine branches has diversity within each group. Our employees attend many different training classes with other people around the country and around the world, so we are accustomed to learning about cultural differences as well as personality differences. Handling conflict is sometimes challenging, so we have to adjust how we handle conflict accordingly. Tram felt comfortable with this week’s topic about diversity. There was no topic that Tram was not comfortable with. An organization’s diversity impacts human capital management by the integrating people of different backgrounds, beliefs and values. We have a diversified group of employees at our organizations. We are from different backgrounds, not just from educational backgrounds but also geographical settings and beliefs. There are people who have been working at the organization for 25-plus years and others like me who have been working for two to three years or just newly hired. Tram learned from the older workers about how to get a good pace/routine to finish the work on time. It helped me a lot because...
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