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Tokenism is the practice of making only a perfunctory or symbolic effort to be inclusive to members of minority groups, especially by recruiting people from underrepresented groups in order to give the appearance of racial or gender equality within a workplace or educational context. The effort of including a token individual in work or school is usually intended to create the impression of social inclusiveness and diversity.
Recruitment refers to the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs within an organization. Recruitment can also refer to the processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies which support all aspects of recruitment have become widespread, including the use of artificial intelligence (AI).
Out & Equal Workplace Advocates is a United States lesbian, gay, bisexual and transgender (LGBT) workplace equality non-profit organization headquartered in Oakland, California.
James Rogers or Rodgers may refer to:
Diversity as seen in sociology and political studies is the degree of differences in identifying features among the members of a purposefully defined group, such as any group differences in racial or ethnic classifications, age, gender, religion, philosophy, physical abilities, socioeconomic background, sexual orientation, gender identity, intelligence, mental health, physical health, genetic attributes, personality, behavior or attractiveness.
The business case for diversity stems from the progression of the models of diversity within the workplace since the 1960s. In the United States, the original model for diversity was situated around affirmative action drawing from equal opportunity employment objectives implemented in the Civil Rights Act of 1964. Equal employment opportunity was centered around the idea that any individual academically or physically qualified for a specific job could strive for at obtaining the said job without being discriminated against based on identity. This compliance-based model gave rise to the idea that tokenism was the reason an individual was hired into a company when they differed from the dominant group. Dissatisfaction from minority groups eventually altered and/or raised the desire to achieve perfect employment opportunities in every job.
Cultural sensitivity, also sometimes referred to as cross-cultural sensitivity or simply cultural awareness, is the knowledge, awareness, and acceptance of other cultures and others' cultural identities. It is related to cultural competence, and sometimes regarded as the precursor to the achievement of cultural competence, but is a more widely used term than cultural competence. On the individual level, cultural sensitivity enables travellers and workers to successfully navigate a different culture with which they are interacting.
TimesJobs.com is an Indian employment website operating in India and Middle East. It is owned and operated by The Times Group. It is one of three major job portals in India along with Naukri.com and Monster.com.
The concept of multicultural and diversity management encompasses acceptance and respect, recognition and valuing of individual differences. Diversity is defined as differences between people, that can include dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. Multiculturalism refers to the existence of linguistically, culturally and ethnically diverse segments in an organisation.
Dr Saundarya Rajesh is a social entrepreneur who is the Founder and President of Avtar. Accredited as the originator of the concept of Second Career opportunities for women in Corporate India, Dr Saundarya is an advisor for several companies on Inclusion and Diversity. She has been recognised as a “#100Women Achiever" by India’s Ministry of Women and Child Development as also listed in the United Nation’s "Women Transforming India" Her debut book, The 99 Day Diversity Challenge: Creating an Inclusive Workplace was launched in 2018 in Chennai.
A microservice architecture – a variant of the service-oriented architecture (SOA) structural style – arranges an application as a collection of loosely-coupled services. In a microservices architecture, services are fine-grained and the protocols are lightweight. The goal is that teams can bring their services to life independent of others. Loose coupling reduces all types of dependencies and the complexities around it, as service developers do not need to care about the users of the service, they do not force their changes onto users of the service. Therefore it allows organizations developing software to grow fast, and big, as well as use off the shelf services easier. Communication requirements are less. But it comes at a cost to maintain the decoupling. Interfaces need to be designed carefully and treated as a public API. Techniques like having multiple interfaces on the same service, or multiple versions of the same service, to not break existing users code.
Gender diversity is equitable or fair representation of people of different genders. It most commonly refers to an equitable ratio of men and women, but may also include people of non-binary genders. Gender diversity on corporate boards has been widely discussed, and many ongoing initiatives study and promote gender diversity in fields traditionally dominated by men, including computing, engineering, medicine, and science It is argued that some proposed explanations are without merit and are in fact dangerous, while others do play a part in a complex interaction of factors. It is suggested that the very nature of science may contribute to the removal of women from the ‘pipeline’.
James L. Moore III is the Vice Provost for Diversity and Inclusion and Chief Diversity Officer of The Ohio State University. He also serves as executive director of the Todd Anthony Bell National Resource Center on the African American Male and is the inaugural College of Education and Human Ecology Distinguished Professor of Urban Education. Moore co-founded the International Colloquium on Black Males in Education. From 2015–2017, Moore served as the rotating program director for Broadening Participation in Engineering in the Engineering directorate at the National Science Foundation in Arlington, Virginia. In 2018 the Dr. James L. Moore III Scholars Program, established by Missy and Bob Weiler, was created to support undergraduate students transferring from Columbus State Community College to Ohio State University.
Computing sector like other STEM fields lacks diversity in United States. The lack of diversity is caused by two issues 1. pipeline issue: which refers to the lack of early access to resources and 2.cultural issue: which refers to the exclusive workplace and discriminations. As technology is becoming omnipresent, the diversity that we see in the tech field can help institutions reduce inequalities in a society. To make the field diverse organizations need to address both the issues.
A cusper is a person born near the end of one generation and the beginning of another. People born in these circumstances tend to have a mix of characteristics common to their adjacent generations, but do not closely resemble those born in the middle of their adjacent generations. Generational profiles are built based on people born in the middle of a generation rather than those on the tails of a generation. Generations may overlap by five to eight years. As such, many people identify with aspects of at least two generations. The precise birth years defining when generations start and end vary.
Team diversity refers to the differences between individual members of a team that can exist on various dimensions like age, nationality, religious background, functional background or task skills, sexual orientation, and political preferences, among others. Different types of diversity include demographic, personality and functional diversity, and can have positive as well as negative effects on team outcomes. Diversity can impact performance, team member satisfaction or the innovative capacity of a team. According to the Input-Process-Output Model, team diversity is considered an input factor that has effects on the processes as well as on the team outputs of team work.
Resistance to diversity efforts in organizations is a well-established and ubiquitous phenomenon that may be characterized by thoughts, feelings, or behaviors that undermine the success of diversity-related organizational change initiatives to recruit or retain diverse personnel. The use of such initiatives may be referred to as diversity management. Scholars note the presence of resistance to diversity before and after the civil rights movement; as pressures for diversity and social change increased in the 1960s, dominant group members faced workplace concerns over displacement by minorities.
Purl is a 2018 American computer-animated short film directed and written by Kristen Lester with the story written by Michael Daley, Bradley Furnish, Lester, and James Robertson, produced by Pixar Animation Studios, and distributed by Walt Disney Studios Motion Pictures. It is the first short released as part of Pixar's SparkShorts program, and focuses on a ball of yarn named Purl, who gets employed in a male-dominant company, which causes her to be ignored by her fellow employees. The short was previewed at SIGGRAPH on August 14, 2018, premiered at the El Capitan Theatre on January 18, 2019 and released on YouTube on February 4, 2019, and on Disney+ on November 12, 2019 to universal acclaim from critics, particularly for its themes.
Michàlle E. Mor Barak is an American social scientist in the areas of social work and business management, a researcher, academic and author. She is Dean's Endowed Professor of Social Work and Business at the University of Southern California. She is known for being the first to offer a theory-based measure for the construct of inclusion. She was among the first to identify and offer differential definitions for diversity and for inclusion. She coined the term Globally Inclusive Workplace, which she developed into a theory-based model with practical applications.
Raquel Sanchez is the managing director of the Global Oncology program at the Fred Hutchinson Cancer Research Center. She has spent 20 years in cancer research administration where she previously helped build the world-renowned brain cancer program at the Memorial Sloan Kettering Cancer Center. Sanchez's leadership and commitment to diversity has won her numerous honors, including features in the Association of Latino Professionals Women in Leadership (2019) and a Fred Hutch Administrator of the Year Award (2016). She currently serves on the Hutch United Advisory Board, Fred Hutch's Diversity Council, and chairs the board of Education Across Borders.
References
- ↑ "James O. Rodgers CMC FIMC". IMC USA. Retrieved 2016-12-27.
- ↑ "Publications - Managing Differently". The Diversity Coach. Retrieved 2016-12-27.
- ↑ "The 2nd Annual Ultimate Culture Conference". Human Synergetics International. Retrieved 2016-12-27.
- ↑ Kosinski, Matthiew. "The "Idiot" Might Just Be an "Outsider": Appreciating Diverse Perspectives in the Workplace". Recruiter.com. Retrieved 2016-12-27.
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