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introduction to women leadership
equality, diversity and inclusion in work
introduction to women leadership
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Praxis and experiential learning provide numerous benefits for students. Being out on the field and seeing the real jobs, opportunities, and volunteer positions available expands students’ understanding of the impact of their degree. In class, we were provided with the opportunity to see the positive impact of such experiences through a presentation. In addition to the presentation, all four of the readings from Week Ten relate to experiential learning and praxis. These readings summarize the most important aspects of praxis: the call to action. These readings, combined, make a point that praxis and experiential learning teaches the need to unite, how to be the solution, and does so in a better learning environment than any regular lecture …show more content…
Being in the field and seeing the solutions take place in front of you demonstrates the importance of being a solution to the problems that are taught in a lecture hall. “Living a Feminist Life” outlines the very real solutions that occur in the workplace in order to better many issues. Sara Ahmed illustrates the important work of a diversity worker. While the job comes with many challenges and not enough solutions, some solutions are still made. Solving issues of diversity never occurs all at once; rather, the process of becoming diverse occurs over a longer period of time. With patience, these diversity workers see some good results. It is interesting how Ahmed writes about the conflict one such diversity worker has. The worker explains that even when her place of occupation received a letter detailing how “good” they are at “race equality”, the feel-good moment was cut short because of the reality of inequality. While this particular workplace compares better to others, it is still in no ways “good” at race equality. Moreover, Supplement 39 describes the importance Priscilla Settee, a professor at University of Saskatchewan, places on praxis. She explains that her students learn to be the solutions while being out and experiencing experiential learning. Firsthand, the students are provided the opportunity to see how they can be the solution to …show more content…
Dr. Settee describes how she requires her students to partake in at least one community project per semester. This teaches students “action education and education for social change”. Instead of simply reading books about the many issues, the students are provided with the opportunity to read the community they live in. Her students are not limited to only the lectures the Dr. offers, but they are able to understand the “claiming of our space” Priscilla Setee explains we all need to do. She describes that with all the bad news we see on TV every night, we need to continue to have hope and optimistic outlooks. This is the only way activism can be successful. Students learn this from seeing the impacts real people are making. They learn the need to stay hopeful when they see it firsthand. She teaches her students, through praxis and experiential learning, that media must be reclaimed and recreated to reflect the hope that is out there. Students are taught to be a part of that very hope. She finishes off with the very strong quote, “no one is a passenger on this Earthship; we are all crew”. Praxis reminds students just
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
... on human diversity. In V. D. Ferguson (Ed.), Educating the 21st century nurse: Challenges and opportunities (pp. 69-90). New York: National League for Nursing Press.
In attempts to comply with federal laws and in relation to fairness, organizations and business in the United States started increasing women’s representation and employment of people of color. These efforts resulted in a trend where women representation across all types of jobs increased while the workplace was characterized with people from different cultural backgrounds. Organizations and businesses sported multicultural and multilingual hues that resulted in a paradigm shift in the concept of workplace diversity (Srikrishna,
Life experiences accompany people and frame every other aspect of their lives (Ragins, Gonzalez, Ehrhardt, & Singh). It can be difficult to disregard them. Diversity management teaches individuals how to constructively use them. It also engages everyone. People feel included and at the same time use their differing viewpoints to correct any system components that may exacerbate discrimination. This participation can spotlight the fact that treating people equally does not necessarily mean the same.
Women like Rye work hard to ensure that that not only one majority holds valuable information. She wants to ensure that underrepresented people are aware and can make their own choices and decisions and not rely on the majority to tell them right and wrong. There is a position at my college called CommUNITY Educators. The role of a CommUNITY Educator is to educate the residents in the dorms about different aspects effecting our peers including race, gender, sexuality, politics, and world events. I am seeking this position because I am always seeking opportunities to speak and educated my peers about common issues in minority communities that other students may not be aware of or sensitive to. By seeking and using advocating tactics used by Rye and mimicking the confidence she shows while presenting herself, I have become more confident in myself while advocating. Advocating as a minority can be a difficult task because not matter what the cause, there will be those who undermine you and make you and your message seem irrelevant. Angela Rye does not allow for her work to be undermined and pushes until she has succeeded and does not stop when she does. This determination and resisting of resistance are on the surface of reasons why Angela Rye my African American
As we learned Women’s issues are becoming more apparent as they enter the work force again and need a work-life balance to take care of their families. Of course diversity is about other groups as well, women make up almost half of the workforce now. Management must know the equal employment opportunity laws, know how to use employee’s skills and perspectives can contribute to the company as a whole. Giving back to the community while supporting employee mentoring and motivating employees by giving them the tools to be successful is helpful to both the company and individuals in which it
Could you imagine being limited by something that has nothing to do with your skills or ability? If you look at the leadership positions of many of the world’s top companies, you will find few women occupying them. This distinction can also be related to the role of Hispanic people in companies. It is very obvious when one contemplates the number of Hispanic leaders versus White leaders. Something is preventing them from being successful in the top. Although many people believe that interracial conflicts are mostly a thing of the past, even though this is still projecting as an invisible barrier in one of the most prominent areas of life: the workplace. In the work place many people face different issues and conflicts. The biggest ones seen today are interracial conflicts among the employees and the supervisors. Some of this could be cause by stereotyping, prejudice, and interpersonal relations. These are major part of the problems that many individuals face in today’s society.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
Diversity training program is a distinct set of training that aimed to facilitate a positive inter-group interaction, enhance skill and knowledge base to interact with other people (Alhejji, Garavan, Carbery, O 'Brien, & McGuire, 2015). Recent trends show current work environment being diverse. Therefore, they require workers and employers to possess the relevant skill, abilities and knowledge, in order to interact with colleagues, customer and clients in more effectively (Jones et al., 2013). Jaynes & Dipboye (2004) states that if an organisation have diversity within their team, they can facilitate success by fostering creativity and enable company to connect with their stakeholders (Jones et al., 2013). In order to commit social justice, the higher managements and boards in the Not for profit sector needs to reconcile their moral and business principles through utilitarian argument. At the same, it needs to re-establish accordingly (Tomlinson & Schwabenland, 2010). A case study example shows UK voluntary organisation had equality and diversity in their work environment, which helps them to be diverse
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
The public is clamoring for an education that teaches students the competencies they need for real-world success. Although we can simulate the real world in the classroom and laboratory, authentic experiential learning creates an invaluable opportunity to prepare students for a profession or career, learn the craft of a fine artist, or discover how the discipline creates evidence to contribute to its body of knowledge. Thus, Sullivan and Rosin (2008) argue that the mission for higher education should be to bridge the gap between theory and practice and Bass (2012) suggests that to do this, the educational environment needs to intentionally create rich connections between the formal and experiential curriculums. Particularly at a research university, we have a responsibility to create situations where students benefit from the abundance of research that is taking place. Experiential learning provides one approach to ameliorating this criticism and mining the richness of the research taking place at the
Becoming involved in the surrounding community is usually inspired through the lens of higher education. People who are well educated are much more likely to be engaged, to volunteer their time, and to vote, than those who do not have a background in higher education. Education helps to broaden the view of the world while helping to clearly define society’s issues. As there cannot be liberation if people do not know there is a need for it, there also cannot be action unless there is a clear purpose for it. As Brennan (2008) claims, “The idea of the academic role as ‘taking truth to power’...is a concept which stresses the importance of ‘autonomy’ rather than ‘responsiveness’ in the functions of the academy” (p. 389). In short, both students and teachers should be involved in the collaborative process of a kind of shared learning that is more profound and me...
A basic problem regarding the implementation of diversity into the workplace is that its approach sometimes does not fit the interpretations of equity and equality according to the context in which it was meant.
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
Kolb explains that “different people naturally prefer a certain single different learning style. Various factors influence a person's preferred style: notably in his experiential learning theory model (ELT) Kolb defined three stages of a person's development and suggests that our propensity to reconcile and successfully integrate the four different learning styles improves as we mature through our development stages. The development stages that Kolb identified are: