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Diversity Issues (diversity + issues)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	60%

Selected Abstracts

Labor Union Response to Diversity in Canada and the United States

INDUSTRIAL RELATIONS, Issue 3 2000
Gerald Hunt
Canadian and American research finds that organized labor's engagement with race, ethnicity, gender, and sexual orientation until recently has been largely exclusionist. The Canadian labor movement emerges as having been somewhat more responsive to equity issues, particularly gender and sexual orientation, and at an earlier stage than its U.S. counterpart. The American movement, however, did create limited room for African-American issues and unionization from early this century and now shows signs of broader engagement with diversity issues in general. The literature is strong in case studies pointing to exceptional situations involving minority militancy and union acceptance and in highlighting the role of activists inside and external to the labor movement. It suffers from a lack of large-scale analysis and comparison. [source]

The Influence of Gender, Ethnicity, and Individual Differences on Perceptions of Career Progression in Public Accounting

INTERNATIONAL JOURNAL OF AUDITING, Issue 1 2001
D. Jordan Lowe
Prior research examining gender and diversity issues has generally lacked supporting theory and experimental investigation. This study provides theory-based experimental evidence regarding the effects of gender, ethnicity, and other individual differences on performance evaluations of audit seniors. We utilized organizational socialization theory in examining the accounting profession's view of diversity issues. The process model of performance evaluation provided guidance in the selection of ratee, rater, and contextual characteristics as factors to analyze. An experiment was conducted with 95 audit seniors from one of the Big 5 public accounting firms. Results indicate that gender and ethnic heritage are important factors in the career prospects of audit seniors. The demeanor of an auditor was also important as an interactive factor and influences judgments differently depending on the gender or ethnic origin of the auditor evaluated. These results suggest that diversity is a very complex issue. Examining single factors without considering the interactions of a variety of factors may lead to incorrect conclusions. [source]

Cultural competence: a conceptual framework for teaching and learning

MEDICAL EDUCATION, Issue 3 2009
Conny Seeleman
Objectives, The need to address cultural and ethnic diversity issues in medical education as a means to improve the quality of care for all has been widely emphasised. Cultural competence has been suggested as an instrument with which to deal with diversity issues. However, the implementation of culturally competent curricula appears to be difficult. We believe the development of curricula would profit from a framework that provides a practical translation of abstract educational objectives and that is related to competencies underlying the medical curriculum in general. This paper proposes such a framework. Methods, The framework illustrates the following cultural competencies: knowledge of epidemiology and the differential effects of treatment in various ethnic groups; awareness of how culture shapes individual behaviour and thinking; awareness of the social context in which specific ethnic groups live; awareness of one's own prejudices and tendency to stereotype; ability to transfer information in a way the patient can understand and to use external help (e.g. interpreters) when needed, and ability to adapt to new situations flexibly and creatively. Discussion, The framework indicates important aspects in taking care of an ethnically diverse patient population. It shows that there are more dimensions to delivering high-quality care than merely the cultural. Most cultural competencies emphasise a specific aspect of a generic competency that is of extra importance when dealing with patients from different ethnic groups. We hope our framework contributes to the further development of cultural competency in medical curricula. [source]

Inclusive Governance Practices in Nonprofit Organizations and Implications for Practice

NONPROFIT MANAGEMENT & LEADERSHIP, Issue 4 2002
William A. Brown
An inclusive board seeks information from multiple sources, demonstrates an awareness of the community and constituents that benefit from and contribute to the organization's services, and establishes policies and structures to foster stakeholder contributions. This research investigated the prevalence of inclusive governance practices and its relationship to board composition, diversity attitudes, and recruitment practices. Fifty-six executive directors and forty-three board members representing sixty-two nonprofit organizations returned a mailed survey (29 percent response rate). The study profiled two organizations that represented different styles of inclusive governance. The survey, part of a larger study, contained questions about inclusive practices, board composition, attitudes toward diversity, and recruitment practices. Most organizations indicated that they operate with inclusive governance practices. The organizational profiles provide a picture of boards that used different strategies to accomplish the goal of inclusivity. Boards that use more inclusive practices were not necessarily heterogeneous in board member composition. Inclusive boards were more inclined to be sensitive to diversity issues and used recommended board recruitment practices. The existence of a task force or committee on diversity was also significantly associated with a more inclusive board. Nonprofit organizations must consider their philosophy on stakeholder involvement, recognizing that different strategies lead to different levels of stakeholder involvement. [source]