2.1
Being a role model for others refers to doing something right, or creating a conducive environment considering other individuals’ opinions valuable, making them have a desire to imitate you.
2.2
- Encourage them to attend diversity training
- Educate them on the importance of recognizing other people’s cultural values
- Encourage the colleague to stick to the workplace diversity policies
2.3
- Ensure that diversity-friendly plans are created
- Establish a diversity training program
- Initiate diverse mentorship programs
- Build diverse and dedicated teams
- Ensure that the employee’s benefits are reassessed
2.4
- Identify the needs of the workers.
- Provide training to the workers on how to work on different projects with different people.
- Create a proper and effective communication channel where all workers are required to pass their complaints and suggestions.
2.5
- By educating employees on the benefits of diversity in the workplace
- By creating new friendly diversity policies that are more inclusive
- By offering meaningful opportunities to employees in the workplace
2.6
- To recruit suitable employees based on their competence and performance.
- To create a culture that empowers workers to act following workplace policies.
- To ensure that equal opportunities are provided based on merit.
- To make managers make more innovative and informed decisions by drawing opinions from other colleagues.
2.7
- I would acknowledge the differences among people, i.e., whether race, religion, gender personality, among others.
- Establish an implicit bias training for all workers
- Encourage diverse mentorship programs in other organization
- Ensure that personal evaluation is encouraged
- Valuing all diversity
- Encourage workers to learn by doing
3.1
It is important to communicate with people from diverse backgrounds because it ensures a better understanding of one another through sharing and exchanging ideas based on cultural values, religion, race, personality, among others.
3.2
- Avoiding slang
- Speaking slowly
- Maintaining etiquette
- Practicing active listening
- Taking turns to talk
- Through taking notes
- Encouraging the use of open-ended questions
- Being supportive
- Being careful with humor
- Keeping it simple
3.3
- Use of simplified communication channels.
- Establishment of proper and transparent organizational structure that impacts communications.
- Print internal newsletters that employees would want to read.
- Posting news and announcements on the official media platform.
3.4
- I would determine if there is any possibility to communicate verbally
- I would speak slowly
- I would talk in a low tone to avoid shouting
- I would use simple words
- I would avoid challenging phrases
- I would be consistent
- I would listen actively and ask questions to ensure that the other party understands
- I would try to communicate through writing
- I would be patient and polite
- I would acquire a foreign language dictionary
4.1
- Shareholders of the company
- Corporate unions
- The company employees
- Company’s vendors and customers
4.2
Advocacy ensures that people in the community have their voices heard on matters that are important to them. It can help people to protect and promote their rights and ensure that their views are considered.
4.3
- Observing employees by visiting their departments
- Organize events and meetings and interact with the employees
- Ensuring that the recruitment process is not biased to get the right persons.
- Use a qualitative-centered method instead of a headcount.
4.4
My data collection would be based on the employee’s performance since the introduction of the new policies on diversity to identify how they are doing and whether they are getting along well with others. Using a well-structured performance appraisal tool, I would be able to gather enough data and analyze it before making a report on the impacts of introductions of diversity policies.
5.1
Cultural awareness refers to one’s understanding of the difference between themselves and people from different races, countries, and backgrounds. Cultural safety refers to a conducive environment that is emotionally, socially, physically, and spiritually safe for people and where they can whatever they need. Cultural competence refers to the ability to interact, understand, and communicate with people from different cultures. Cultural awareness, safety, and competence ensure that leaders treat all their employees equally and use them to the fullest irrespective of their backgrounds.
5.2
Advocacy refers to the differences in racial and ethnic, geographic, socioeconomic, and professional backgrounds.
5.3
- People from different races and ethnicity
- People of different age
- Different gender
- People with abilities and disabilities
- People with different sexual orientation
- People with different religious beliefs
- People with diverse languages
- People from different socioeconomic backgrounds
- People from different geographical orientations
- People with various political beliefs
5.4
One of the significant importance of suspending one’s cultural assumption when working with fellows is because one’s cultural assumptions might be wrong. Therefore, one might need to suspend these cultural assumptions and understand other people’s cultures, too, to get along with their colleagues. Others might also need to suspend their cultural assumptions when they want acceptance and feel a sense of belonging to a given environment.
5.5
- Ensure that the newly formulated diverse policies and procedures are as per the requirements of relevant regulatory bodies.
- Ensure that the individual’s privacy is respected, whether it be a client or employee.
- Provide education on cultural differences like the meaning of verbal cues, non-verbal communication, and thinking styles.
- Make sure that any appropriate action is taken to ensure that all people get a chance to complete a task.
- Ensuring that all individuals equally receive employment opportunities without any discrimination.
- Identifying the current legislation that applies to the company and ensures that the bill is fully implemented and put into practice.
- Put into consideration various international and religious holidays that may differ from the organization’s state.
- Ensuring cultural safety and cultural awareness by providing education to all employees on various cultural differences and communication strategies.
5.6
Direct discrimination refers to a situation where someone gets unfair treatment due to a protected characteristic such as race. Examples include; an employee is denied a promotion, and the job goes to an unqualified person due to the difference in sex, age, race, or religious background.
Indirect discrimination refers to a situation where someone is treated the same, just like everyone else, but it harms them. For instance, when a company introduces a new policy intended to favor all employees, but an employee finds it unfavorable because of either age, race, sex, or disability.
5.7
- Ensuring that all clients receive equal opportunity.
- By ensuring fair and equitable allocation of resources to all clients.
- By providing appropriate training and assessment services to all clients.
- Increase the client’s chances of participation in training.
5.8
- culture
- Peoples understanding
- Language barrier
- Gender
- Age
- life experience
- Perspective
- Knowledge
5.9
The principles and practices include cultural awareness, safety, and competence that assist in creating a suitable workplace environment where differences the differences are not viewed as negative but are recognized and accepted. Practices and planning may include adhering to human rights and strictly following the anti-discrimination laws, thereby ensuring that all persons are treated equally. Organizations can support inclusivity by ensuring team build-ups of different people and educating employees on how to work with different people by understanding everyone’s background.