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Diversity in the classroom
Developing strategies for meeting the educational needs on diversity
Developing strategies for meeting the educational needs on diversity
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Dr. Derrick L. Campbell of The Saving Empire – Diversity Training Presentation. – Dr. Campbell gave a presentation on the professional development training process that will involve a select group of employees. The goal is to assist the group in developing and implementing strategies so that they can train other district employees in overcoming
Being culturally aware and knowledgeable is a must when working in any type of healthcare field. In our society today, we have an array of different cultures and making patients feel comfortable and at easy is our primary goal. Diversity training is something that is a must for each healthcare professional and should be the basis of our healthcare education.
The healthcare workforce is suffering critically due to its lack in diversity. As healthcare organizations are growing and the number of patients is increasing, so is the diversity of the patients. There are more minority patients are the number of minorities increase in the United States. The need for minority employees is crucial in that they are needed to help assist patients who have the similar cultural, racial, and ethnic upbringings. There are many barriers in healthcare workforce that are keeping minorities from reaching their full potential to become employees in healthcare, particularly upper-level leadership positions; as patients continue to become more diverse, so does the need of employees.
Diversity is a changing constant that is brought about by “race, ethnicity, gender, sexual orientation, social class, disabilities, culture and cultural characteristics”. The recent issues between older and millennial employees throughout the department are due to these changing constants accompanied with changes in “global labor demographics”. Although focus can be placed on arising issues between older employees and millennial employees, a greater efforts should be placed on achieving cultural competency. Building a foundation for cultural competency for employees within the department will not only benefit the employee but also benefit the individuals we serve. Formulation of this foundation will transition if not help guide other departments within the organization as similar issues arise.
One challenging concern that GM leadership faces is the resistance to change. People who oppose change initially hold negative attitudes toward new ideas. Negative attitudes lead to low employee morale and decreased productivity. Therefore, it is imperative that diversity training address the positive aspects of change to dispel any false assumptions or fears. Behaviors that display attitudes of prejudice, stereotyping, bullying and discrimination should be strongly addressed in training and not tolerated.
What type of training and exercises would you put in place to help all employees understand the differences of backgrounds, sexes, and races/ethnicities in the workplace?
According to Cox & Blake (1991), developing an organizational culture that values cultural diversity in the workplace is one of the spheres of activity in the management of cultural diversity (p.46). As part of a valuing diversity approach, organizational leaders should ensure that the organization is flexible enough to accommodate employees from different cultural backgrounds. The process of developing an organizational culture that values cultural diversity includes valuing cultural differences, promoting cultural inclusion, and treating cultural differences as prevailing value systems.
Now the efficacy of tens of thousands of diversity awareness training sessions is put to the test. This is our performance review. What beneficial effect have we had in all these years? We have seen so many people rise to the challenge of the occasion. We have seen the cumulative effect of humanity shining through fire and smoke, we have heard so many people speaking about the importance of peace and understanding.
According to Andrews and Boyle (2016), having a diverse workforce provides a greater satisfaction among employees, which will result in higher retention of employees as well. By hiring a diverse culture within an organization this increases a workplaces economy and becomes a culturally competent organization. Otherwise, a high turnover can be very costly to an organization and the functionality can decrease. Many organizations have developed policies to help recruit and retain people from different backgrounds. When employees feel that they are valued because of their diversity, the employees will feel protected from discrimination, feel that there is room for advancement within the company, and increase employment retention (Kaplan, Wiley, & Maertz, 2011). With the increase of minorities across the nation, having diversity in nurses and healthcare workers to accommodate this diversity also improves the quality of care to the patients while also increasing their health outcomes and satisfaction (Ayoola, 2013). We have learned in the previous weeks that being able to communicate with our patient’s and understanding their culture can positively increase the outcome of the health. Having a diverse staff will also help establish trust and make them feel at ease. However, there can be barriers to having a diverse culture in the
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.
Commitment to diversity and inclusion needs to go beyond a simple head shake in agreeing that it’s important. I believe it takes a “thousand acts a day” to create meaningful and sustainable change. Formal programs and structures are necessary, but to me, the real action happens every day in every interaction that takes place across the organization. Every person must seek to understand a perspective or life experience different from his or her own, and in turn, use that knowledge to create an environment in which every individual’s uniqueness matters. Such an environment helps us bring the best of ourselves to our work each and every
In Haiti, the family is the most important aspect of their culture. When making important decisions, especially involving the health of a family member, the family is consulted. Family is so important to the culture that everything a person does is reflected onto the family. Everyone represents the family they are in. Because of this, every Haitian family has a reputation which can affect its status and respect in society. Families are so close to one another that it is mandatory to visit a sick member, even if they live far away. In a healthcare context, this can lead to a large number of visitors.20
...(1997) Developing Competency to Manage Diversity: Reading, Cases & Activities. San Francisco, CA: Berrett-Koehler Publisher.
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.
We need to be aware of the diversity in the classroom. Cultural diversity includes: bi-racial, adoptive, immigrant, gay, and step-families. It is a large majority of the students today even in my generation. Focusing on making a balanced curriculum that exposes the students to all of these different backgrounds is very important. I know that it is likely that a teacher will not be able to cater to every student, but it is important to involve each of them. There is a large percentage of students that have dropped out due to the lack of having a connection with the curriculum. It is frustrating that we are lacking progress in our schools to help these children connect when studies show that each cultural group will soon be equal in numbers. We need to form a better
Joplin, J.W., & Daus, C.S.. (1997). Challenges of leading a diverse workforce. Academy of Management Executive,