Wellness for All: Diversity, Challenges, and Opportunities to Improve Wellness for Medical Students
3
Citation
26
Reference
10
Related Paper
Citation Trend
This chapter describes the presence of diversity in organizations and the challenges of creating a healthy work environment for all organizational members. Facts and definitions of diversity in the workplace are presented and the necessity of belonging at work is established. Diversity in organizations is increasing, and the health costs to individuals experiencing discrimination and harassment are high. In order to manage diversity well, organizations must move from preventing discrimination to valuing different others. Organizational policies and practices must reflect these goals. The chapter concludes with an overview of the research on diversity practices and policies. Recent studies indicate that policies that work for organizations are those that are systematic, integrated, include accountability, and focus on inclusion and inclusive leadership.
Harassment
Diversity management
Cite
Citations (2)
Disability is Diversity: A Multiculturalism Perspectives on Disability Inclusion in Higher Education
Debatable benefit of the emergent hegemonies view of disability as part of cultural diversity has increasingly discussed. This view has positively replaced the old schools (medical model, charity model and so forth) from seeing disability as impairment and oppression to seeing disability as one of c
Oppression
Disability studies
Cite
Citations (1)
Cite
Citations (9)
Cite
Citations (0)
In two experiments we tested how explicitly including the cultural majority group in an organization’s diversity approach (all-inclusive multiculturalism) affects the extent to which majority members feel included in the organization and support organizational diversity efforts. In Study 1 we focused on prospective employees. We found that an all-inclusive diversity approach, compared with the “standard” multicultural approach in which the majority group is not explicitly made part of organizational diversity, led to higher levels of anticipated inclusion for those with a high need to belong. In Study 2 we turned to sitting organizational members. Here, we again found that an all-inclusive multicultural approach increased perceptions of inclusion, but now the effect was present regardless of individual levels of need to belong. Perceived inclusion, in turn, was positively related to majority members’ support for organizational diversity efforts. Together, these findings underline the effectiveness of an all-inclusive multicultural approach towards diversity.
Cite
Citations (82)
The chapters in this book suggest that achieving and managing diversity
in public organizations (and all organizations) requires a comprehensive
strategy. It is our view that this strategy must emphasize a shift from
looking at hiring numbers (affirmative action) and assimilation to focusing on valuing difference (multiculturalism) and managing diversity
in public organizations. This strategy would allow public organizations
to transform themselves into employers of choice for the most talented
individuals from all racial, ethnic, and gender backgrounds (Mor Barak
2000). Traditional affirmative action programs, while necessary, do
not guarantee workplace diversity. Nor do affirmative action programs
promote cultural change and effective integration (Rice 2001; Shin and
Mesch 1996; Thomas 1991-1992).
People of color
Assimilation (phonology)
Cite
Citations (0)
Abstract The author, a longtime corporate executive, writes that “everyone must play a role in creating a diverse and inclusive work environment in any organization.” She notes that a “Diversity and Inclusion Ambassador is a person who acts as a representative or promoter of diversity and inclusion within the organization.” Her framework for becoming an ambassador is in three parts, which in her words are (1) Look at yourself. (2) Take an inventory of your surroundings. (3) Take action. In step one, “do a self‐reflection and assessment to determine what your strengths and areas of development are.” Step two involves “taking an inventory of your surroundings so you can know what to do to help others.” In step three, “you have to put into action the revelations you have after your initial assessments.” Ambassadors can be either individual contributors or C‐Suite leaders. Regarding the former, “For those employees who are not people managers, they are still instrumental to organizations creating a diverse and inclusive culture.” For the latter, “acting as a diversity and inclusion ambassador means that you are exemplifying the ideals of diversity and inclusion and promoting those ideals to others throughout your organization.” Examples are provided for how to make these roles effective for both contributors and leaders.
Cite
Citations (0)
Since the1960’s there have been calls for reforms in teacher education programs to reflect the growing diversity represented in our nation’s schools. One response is multicultural education courses aimed at addressing attitudes and beliefs about diversity. Such courses have received mixed reviews. Some research has reported that pre-service teacher’s attitudes and beliefs were changed in a positive direction towards diversity, while others suggest that pre-service teachers leave these courses unchanged. The primary goal of this study was to determine if a stand-alone multicultural education course challenged or altered pre-service teachers’ attitudes and beliefs towards cultural diversity. An analysis of reflective writings by the participants throughout the semester served as evidence of change.
Multicultural Education
Social Justice
Cultural pluralism
Cite
Citations (3)
Бұл зерттеужұмысындaКaно моделітурaлы жәнеоғaн қaтыстытолықмәліметберілгенжәнеуниверситетстуденттерінебaғыттaлғaн қолдaнбaлы (кейстік)зерттеужүргізілген.АхметЯссaуи университетініңстуденттеріүшін Кaно моделіқолдaнылғaн, олaрдың жоғaры білімберусaпaсынa қоятынмaңыздытaлaптaры, яғнисaпaлық қaжеттіліктері,олaрдың мaңыздылығытурaлы жәнесaпaлық қaжеттіліктерінеқaтыстыөз университетінқaлaй бaғaлaйтындығытурaлы сұрaқтaр қойылғaн. Осы зерттеудіңмaқсaты АхметЯсaуи университетіндетуризмменеджментіжәнеқaржы бaкaлaвриaт бaғдaрлaмaлaрыныңсaпaсынa қaтыстыстуденттердіңқaжеттіліктерінaнықтaу, студенттердіңқaнaғaттaну, қaнaғaттaнбaу дәрежелерінбелгілеу,білімберусaпaсын aнықтaу мен жетілдіружолдaрын тaлдaу болыптaбылaды. Осы мaқсaтқaжетуүшін, ең aлдыменКaно сaуaлнaмaсы түзіліп,116 студенткеқолдaнылдыжәнебілімберугежәнеоның сaпaсынa қaтыстыстуденттердіңтaлaптaры мен қaжеттіліктерітоптықжұмыстaрaрқылыaнықтaлды. Екіншіден,бұл aнықтaлғaн тaлaптaр мен қaжеттіліктерКaно бaғaлaу кестесіменжіктелді.Осылaйшa, сaпa тaлaптaры төрт сaнaтқa бөлінді:болуытиіс, бір өлшемді,тaртымдыжәнебейтaрaп.Соңындa,қaнaғaттaну мен қaнaғaттaнбaудың мәндеріесептелдіжәнестуденттердіңқaнaғaттaну мен қaнaғaттaнбaу деңгейлерінжоғaрылaту мен төмендетудеосытaлaптaр мен қaжеттіліктердіңрөліaйқын aнықтaлды.Түйінсөздер:сaпa, сaпaлық қaжеттіліктер,білімберусaпaсы, Кaно моделі.
Cite
Citations (0)
The nationally-recognized Susquehanna
Chorale will delight audiences of all
ages with a diverse mix of classic and
contemporary pieces. The ChoraleAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂA¢AÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂs
performances have been described
as AÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂA¢AÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂemotionally unfiltered, honest
music making, successful in their
aim to make the audience feel,
to be moved, to be part of the
performance - and all this while
working at an extremely high
musical level.AÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂA¢AÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂAÂA Experience choral
singing that will take you to new
heights!
Cite
Citations (0)