Fluent Essays

Assignment Four Chapter Six Part A: 1. Go to title-ix-protections-all-students and if this seems like a good policy please explain what portions seem like a good policy and/or what does not. 2. Now read this article https://www.insidehighered.com/news/2020/07/13/understanding- lawsuits-against-new-title-ix-regulations state in a paragraph why some opponents are against it. 3. Indicate why diversity leaders have to be careful in being to quick to pick a side of an argument to agree with. Now explain what the following article means How to Evaluate Public Policy (synonym.com) and how it applies to the new title IX protections. Part B: After reading the chapter and the powerpoint, please do the following: Bulletin/Discussion Board Post Go to: https://www.raceforward.org/research/reports/moving-race-conversation-forward and half way down the page listen to the video clip on systemic racism. Now go to the discussion board and answer the question that is posed for chapter six on structural inequalities. Question: After reading about structural inequalities and watching the video clip on systemic racism, (1) Explain what the video clip meant by systemic racism and how it is addressed in the media thereby influencing peoples’ viewpoints. (2) Choose one of the structural inequalities on the power point presentation. Discuss whether you have ever thought about this systemic structural inequality and what should an inclusive leader do about this type of systemic problem (minimum words 200). See Discussion board for post due date. Reply to two peers—see discussion board for post due date (minimum words 50 per post). Please be culturally sensitive in both your post and response as we all come from different viewpoints and perspectives as it relates to diversity and inclusion. Chapter Seven After reading the chapter and watching the powerpoint presentation and answer the following questions: https://www.ed.gov/news/press-releases/secretary-devos-takes-historic-action-strengthen-title-ix-protections-all-students https://www.insidehighered.com/news/2020/07/13/understanding-lawsuits-against-new-title-ix-regulations https://www.insidehighered.com/news/2020/07/13/understanding-lawsuits-against-new-title-ix-regulations https://classroom.synonym.com/how-to-evaluate-public-policy-12078893.html https://classroom.synonym.com/how-to-evaluate-public-policy-12078893.html https://www.raceforward.org/research/reports/moving-race-conversation-forward 1. Go to https://www.glassdoor.com/employers/blog/highest-rated-ceos-share-the-business- case-for-diversity-and-inclusion/ and read the article on the Business Case for Diversity and provide three facts that support the business case for diversity. 2. Why are these business case facts necessary when getting D & I support in organizations? 3. From the text explain the Inclusion Equation Macro Element #1, Values Driven culture by DellMGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success Professor Selina Griswold, MSM/MA College of Business & Innovation Chapter Six: The Work of Inclusive Leadership Objectives of this Lesson Learn to recognize structural inequities and fix them. Explain the role of leaders in fostering inclusive cultures. Identifying individual, relational and organizational level of systems. * FDA Diversity Module FDA Diversity Module * Inclusive Leadership * Soft skills such as empathy and emotional intelligence are important but inclusion that creates change requires the courage to make tough decisions. Calling out incidents of structural inequity and making change to long-standing traditions and organizational practices must be a part of a leader’s toolkit if real and sustainable change is to occur. FDA Diversity Module FDA Diversity Module * Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs. EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics. Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers. Structural Inequalities * Oppression, like discrimination, involves structural limitations—imbalances and inequities across groups causing constraints not only in the physical environment, but also in social relations, economic status, and political situation. When discrimination against a group of people is encouraged and consistently exercised by those in power, it causes unequal access to opportunities, thus leading to oppression. As power structures in society and the workplace become more established, oppression becomes the norm. Thus, oppression can occur today not because society actively seeks to disempower some groups of people, “but rather because of the effects of societal norms, laws, and unchallenged assumptions. Structural Inequalities: What to do about them? Banking—female tellers, male managers. Education—women teachers, men principals. Corporations—women assistants, men leaders. Since the beginning of the colonies in America, family farms created two different spheres of work for women and men. Men, worked on crops and did the hard field labor, while women stayed home, preparing food and clothes for the family.  Janitorial—people of color, higher positions non people of color. Tech jobs toward men or directed toward Asian Americans. School curriculums that focus on male Eurocentric history and achievements despite the diversity of the classroom. Yet, providing a “special” month for everyone else i.e. black history month, women’s history month. Workplace and schools that have holidaysMGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success Professor Selina Griswold, MSM/MA College of Business & Innovation Chapter Seven: From Diversity to Inclusion: An Inclusion Equation Objectives of this Lesson Learn the business case for diversity. Explain Cultural Competency. Comprehend the Inclusion Equation. * FDA Diversity Module FDA Diversity Module * The Business Case for Diversity— Dr. Roosevelt Thomas * Thought leader Dr. Roosevelt Thomas is credited with shifting the paradigm from complying with legal mandates to the business case for diversity. According to Dr. Thomas, the challenge of diversity was more than ensuring representation of historically under-represented groups. He felt the goal should be to “create….an environment where ‘we’ is everyone.” FDA Diversity Module FDA Diversity Module * Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs. EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics. Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers. Diversity vs. Inclusion * Is when you count the people. Is when the people count. Diversity & Inclusion Should lead to individual cultural competence (micro) * Bennet Model of Cultural Competency * Developing Inclusive Behaviors Shift the frame of reference when necessary. Are perceptions relative? Show you value other’s viewpoints, must you agree with them? Be flexible in your approach to situations—there is more than one way to skin a …….. Are you a good listener? * Developing Inclusive Behaviors Modify your listening skills. Recognize and adapt to the variety of listening behaviors you will encounter among diverse employees. Employees where English is not their first language. Recognize and adapt your own listening skills as necessary to understand diverse perspectives. Do you discuss religion in the workplace? Listen for value-based cultural assumptions, perceptions, and expectations. Observe behavior and monitor your interpretations and meanings. Ask necessary and appropriate questions. Learn about other work styles and assumptions. Ask the person next to you what is their preferred ethnic terminology, pronoun or enunciation of their name. Be comfortable in asking if you have caused an offense—how? * IDI Intercultural Development Inventory The Winters Group * * What does this say about the company’s value orientation? * Nikon Example The Response * If you have trouble opening the above link, please go to google.com and type: Nikon accused of sexism diversityinc