Tag: equity

Diversity, Equity, and Inclusion in Higher Education Staff Recruitment: A Literature Review

Posted on | by Kelvin

 

Literature Review on Diversity, Equity, and Inclusion (DEI) in Higher Education Staff Recruitment in the UK

Introduction
Provide an overview of DEI’s significance in recruiting higher education staff.
Outline the objectives and structure of the literature review and policy analysis.
Defining Diversity, Equity, and Inclusion Define the concepts of diversity, equity, and inclusion, particularly in higher education.
Discuss the importance of these concepts in creating an inclusive academic workforce.
Post-Modernist Theoretical Approach
Utilise a post-modernist theoretical framework to examine how recruitment practices may include or exclude individuals based on their identities.
Discuss how this approach helps deconstruct traditional power structures and narratives within university recruitment processes.
Characteristics of Diversity and Inclusion
Explore the characteristics of diversity and inclusion, focusing on different protected characteristics (e.g., race, gender, disability, sexual orientation).
Analyse how these characteristics impact recruitment strategies and outcomes.
Roles and Responsibilities of DEI Working Groups
Explain the roles and responsibilities of DEI working groups within universities.
Describe how these groups contribute to a university’s overall DEI strategy, particularly staff recruitment.
Legislation and Best Practices
Review relevant legislation (e.g., the Equality Act 2010) governing DEI recruitment.
Identify and discuss industry best practices that promote inclusive recruitment processes (e.g., blind recruitment, inclusive job descriptions).
Collating Themes, Policies, and Best Practices
Collate and analyse various themes, policies, and best practices related to DEI in higher education recruitment in the UK and globally.
Use stats and action/outcomes from institutions with best practices.
Case Study:
Nottingham Trent University (NTU) and the University of Nottingham
Analyse the DEI strategies of Nottingham Trent University by reviewing their Equality, Diversity, and Inclusion page.
Discuss their current and future actions, processes, and initiatives in DEI.
Conclusion
Summarise critical findings from the literature review and policy analysis.
Provide recommendations for enhancing DEI in higher education staff recruitment.

 

 

The Strategic Role of Diversity, Equity, and Inclusion (DEI) Training in Organizational Development

Posted on | by Kelvin

 

Strategic Role of Training and Development During this week’s readings and discussions, we have reviewed about the strategic role of training and development in organizations. Several training areas offer specific value to organizations: new hire orientation, diversity, equity and inclusion (DEI), anti-harassment/anti-discrimination, skills training, and safety training. Select one of these areas and explain its role within an organization’s training and development strategy. Support your position with at least one scholarly source from the class resources (provide citation).

Leadership and Advocacy in Social Justice, Equity, and Access as a School Counselor

Posted on | by Kelvin

 

Prepare a substantive response to the following prompts:
1. Describe experiences related to any of the following: Leadership and Advocacy in social justice, equity, and/or access (How does it relate to your role as a School Counselor).
2. Describe experiences related to any of the following: Social/emotional development.
3. Describe your experiences with building relationships with your school administrator.

Memo: Diversity, Equity, and Inclusion (DEI) Efforts in a Digital Leadership Setting

Posted on | by Kelvin

Go to the company website (or any other publicly available resource) of the organization you selected in Week 3 and research their diversity, equity, and inclusion (DEI) efforts. If your company does not publish its DE&I efforts, please identify another company of interest that does.
Create a 2 to 3-page memo and provide the following:
• Explain why DEI is important in a digital leadership setting
• Compare and contrast your selected company’s (Embraer) DEI program to one of the eight (8) listed below:
o Wells Fargo
o Visa
o Bank of New York Mellon
o Progressive
o Citigroup
o Anthem
o Walgreens Boots Alliance
o Walmart
• Describe the short-term considerations and long-term implications of an effective DEI program for leaders during a digital transformation initiative.

 

Diversity, Equity, and Inclusion at Work

Posted on | by Brian Leakey
  1. How would you describe the difference between “diversity” and “inclusion”? Articulate it in your own words here.
    Answer here…
  2. How are diversity and inclusion efforts talked about within your workplace? Is diversity valued? Is inclusion something people discuss and strategize about? Explain your experience and observations.
    Answer here…
  3. Which IAT test(s) did you choose to take? Do you think the assessment results held any truth or insight for you? Explain your reaction to your results.
    Answer here…
  4. Have you become aware of any stereotypes that are prevalent in your field or firm that affect the way decisions are made? Explain what you have observed.

Diversity, equity, and inclusion are three values

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Read the below discussion and respond to it with the above instructions.
1. Build upon two posts (from other students) by providing additional details, statistics, ideas, personal perspectives, or links to interesting, relevant articles.
2. Conclude response with new idea to further stimulate the discussion.

Diversity, equity, and inclusion are three values that have an important role in achieving health equity in healthcare. According to the article “The Rise of Diversity, Equity, and Inclusion Practitioners in Academic Nursing,” Fields et al. (2022), the demographics of the nursing workforce reveal that white nurses are overrepresented, consisting over 80% of the nursing population, while the racial and ethnic minority groups are underrepresented. Additionally, gender diversity is also lacking, 87% of nurses are females. As our country is becoming more diverse, creating an inclusive environment where individuals feel a sense of belonging is crucial in the healthcare field as it fosters positive work environment that enhances their well-being as well as improved health outcomes for patients. Also, it can help break down biases that may prevent access to healthcare services for underserved populations. By promoting DEI, healthcare organizations can address health disparities and work towards achieving health equity.
At my current hospital job, I am fortunate to work with diverse staff members that come from different backgrounds. Because of this, I feel more supported with advocating for the underrepresented patients. Also, as a nurse from an Asian American background and working with a big Asian population, I can contribute my cultural perspectives, insights, and experiences so that it can help with giving culturally competent care, especially for the Asian community.
On a daily basis, I strive to promote DEI in the workplace. One way I do this is by focusing on patient-centered care and meeting the unique needs of the diverse populations. I attend educational courses on cultural competency to increase my understanding so I can deliver care that is sensitive and appropriate to each patient’s cultural background. Additionally, I involve patients and families in their care decisions, provide culturally appropriate resources, and use interpreters if there is a language barrier. Not only is patient care important, it is equally important to treat co-workers and other staff members with respect, regardless of their background.

Diversity, equity, and inclusion are three values

Posted on | by

 

Read the below discussion and respond to it with the above instructions.
1. Build upon two posts (from other students) by providing additional details, statistics, ideas, personal perspectives, or links to interesting, relevant articles.
2. Conclude response with new idea to further stimulate the discussion.

Diversity, equity, and inclusion are three values that have an important role in achieving health equity in healthcare. According to the article “The Rise of Diversity, Equity, and Inclusion Practitioners in Academic Nursing,” Fields et al. (2022), the demographics of the nursing workforce reveal that white nurses are overrepresented, consisting over 80% of the nursing population, while the racial and ethnic minority groups are underrepresented. Additionally, gender diversity is also lacking, 87% of nurses are females. As our country is becoming more diverse, creating an inclusive environment where individuals feel a sense of belonging is crucial in the healthcare field as it fosters positive work environment that enhances their well-being as well as improved health outcomes for patients. Also, it can help break down biases that may prevent access to healthcare services for underserved populations. By promoting DEI, healthcare organizations can address health disparities and work towards achieving health equity.
At my current hospital job, I am fortunate to work with diverse staff members that come from different backgrounds. Because of this, I feel more supported with advocating for the underrepresented patients. Also, as a nurse from an Asian American background and working with a big Asian population, I can contribute my cultural perspectives, insights, and experiences so that it can help with giving culturally competent care, especially for the Asian community.
On a daily basis, I strive to promote DEI in the workplace. One way I do this is by focusing on patient-centered care and meeting the unique needs of the diverse populations. I attend educational courses on cultural competency to increase my understanding so I can deliver care that is sensitive and appropriate to each patient’s cultural background. Additionally, I involve patients and families in their care decisions, provide culturally appropriate resources, and use interpreters if there is a language barrier. Not only is patient care important, it is equally important to treat co-workers and other staff members with respect, regardless of their background.

Equity, Diversity and Inclusion issues

Posted on | by Brian Leakey

Equity, Diversity and Inclusion issues at the University of Regina.
Consider the following questions:
Given the changing demographics of the student population (with the increase in
International and Indigenous students and others) do you feel that U of R has kept up with
the possible challenges that come as a consequence of the change?
What are the greatest challenges in overcoming issues of discrimination in society and on
campus?
What supports does the U of R maintain to foster equity, diversity and inclusion.?
If you experience or witness discrimination on campus what is the university mechanism to
deal with the situation?
Have you got suggestions, maybe from other universities, on making U of R a more inclusive
place?
While you do not need to write a formal paper addressing these questions but have point
form answers that you can submit