commitment to their clients. To provide the quality of care they felt the community deserved, the organization wanted to incorporate changes to help the cultural diversity within the company. Diversity is a welcoming of differences, to understand that each person is different. To become welcoming to differences to manage the care of the patient’s diversity needed to be integrated among employees. According to "John Hopkins Medicine" (n.d.), “In spring 2006, Johns Hopkins Medicine launched an ambitious endeavor
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NVQ level 3 unit 12 Outcome 1 1.1 a) diversity is the differences between people based on culture, ethnic origin, nationality, gender, race, religion, beliefs, age, ability, sexual orientation etc. b) equality is giving everyone equal opportunities and treating everyone fairly but not the same. c) inclusion is including everyone in the activity and not leaving anyone out. d) discrimination is being prejudice about certain factors of someone's life such as gender, sexual orientation, race
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Thinking About Diversity and Inclusion Michelle Ann Cushman SOC/315 August 18, 2014 Shannon Burke, MA Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. Some of the dimensions of cultural diversity are racial groups, religious groups, gender groups, and ethnic group. Age group could be one of the groups too. The differences and similarities between the groups must be dealt with
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culture, diversity and mutlicultral enviroments are used to support the idea of an inclusive organization. Adhereing to federal and state mandates, and maintainig a poclitically correct apperance with regrads to a culturally diverse organizations is the new normal. The purpose of this paper is to examine the definitions of culture, diversity and mutlicultism as well as provide some insight into the current standings around these topcis as a nation. First, definitions of culture, diversity, and multicultural
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The Internal and External Factors Affecting Starbucks Decision-Making By Deryl McKnight June 29, 2014 MGT 230 / Prof. Ronald Sprague Globalization’s Effect on Starbucks’ Management Functions In 1987, Starbucks started as a single coffee shop on the corner of Sixth Avenue and Pine Street in Seattle, WA (Business Week, 2002). In the following fifteen years, the company grew to nearly 5,700 outlets in 28 countries. In order for this to happen, many changes needed to take place in both thinking
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ways in which we conduct business must change as well. We must embrace difference as a competitive advantage to our own success. From different cultural backgrounds, customs, and languages to varying work styles, perspectives, and thoughts, our diversity provides us with a vast array of skills and talents that often go unrealized and undervalued. Those organizations that harness these differences and leverage varying perspectives and talents are better positioned to meet the ever-changing needs
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FORTY-SECOND REGULAR SESSION OEA/Ser.P June 3 to 5, 2012 AG/doc.5242/12 rev. 2 Cochabamba, Bolivia 20 September 2012 Original: Spanish/English SOCIAL CHARTER OF THE AMERICAS (Adopted at the second plenary session, held on June 4, 2012, and reviewed by the Style Committee) THE GENERAL ASSEMBLY, CONSIDERING that the Charter of the Organization of American States (OAS) provides that integral development encompasses the economic, social, educational, cultural, scientific
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MGMT6012 Management Perspectives Sydney Week 5 3/21/2016 Organisational Diversity 3/21/2016 Diversity What does “diversity” mean to you? How does it apply in the workplace? 3/21/2016 Introduction • Diversity is always a sensitive issue. • People who belong to a “minority” group often feel labelled, stereotyped, and marginalised in the workplace; • People who belong to the “majority” group are often unaware of the consequences of the collective action of the majority
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Brad Sears Christy Mallory OCTOBER 2011 Economic Motives for Adopting LGBT-Related Workplace Policies Introduction This study evaluates the economic impact of corporate non-discrimination and benefits policies by analyzing the extent to which economic reasons motivate corporations to adopt such policies. The past decade has seen a large increase in the number of corporations adopting LGBT-related workplace policies. In 1999, 72% of Fortune 500 companies included sexual orientation in their
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Diversity – is often described as difference and how each person chooses to be unique. We must be willing to accept that the culture and people we are surrounded by is so diverse that we have the option to choose what we wear, which religion we choose to practice and to follow our hearts in our own sexual orientation, giving us the opportunity to be true to ourselves and be unique. Equality – ensures that every individual’s rights are protected and that they are treated with the same respect and
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