Training Module: Managing Diversity
|
|
- Jasmine Conley
- 7 years ago
- Views:
Transcription
1 Training Module: Managing Diversity Presented at the Annual Conference of the International Association of Schools and Institutes of Administration Athens, Greece July 2001 Prepared by: Yolande Jemiai and Aleksey Kolpakov
2 United Nations Millennium Declaration We consider certain fundamental values to be essential to international relations in the twenty-first century. These include:! Tolerance. Human beings must respect one another, in all their diversity of belief, culture and language. Differences within and between societies should be neither feared nor repressed, but cherished as a precious asset of humanity. A culture of peace and dialogue among all civilizations should be actively promoted. We resolve therefore:! To strive for the full protection and promotion in all our countries of civil, political, economic, social and cultural rights for all.! To strengthen the capacity of all our countries to implement the principles and practices of democracy and respect for human rights, including minority rights. (A/RES/55/2) 8 September
3 Training Civil Servants to Respect, Value and Manage Diversity United Nations Department of Economic and Social Affairs Division for Public Economics and Public Administration
4 ! Respecting diversity promoting tolerance and moral values among civil servants!valuing diversity - understanding and appreciating other cultures!managing diversity - using workforce diversity to achieve organizational goals 4
5 Why is Managing Diversity in the Civil Service Important? 1) Protection of Human Rights 2) Representativeness of bureaucracy 3) Policy formulation for a wider public 4) Government as Model Employer 5) Social, political and economic stability 5
6 Why is Managing Diversity Training Important?! Changing demographics have led to increased workplace diversity! Increased diversity in organizations creates interpersonal challenges! Organizations wishing to have a presence in the global community use diversity training in a strategic manner! Having diversity specialists makes good business and economic sense in today s world 6
7 Plan of Presentation! What is Diversity?! Approaches to Diversity! Benefits of Diversity! System for Diversity Management! Types of Diversity Training Courses! Core Competencies for Diversity Training! Diversity and Civil Service Reform 7
8 Definitions of Diversity DIVERSITY -- the representation in one social system of people with distinctly different and significant group affiliations (adapted from Cox 1993) DIVERSITY the degree to which there is a variety of attributes (social, cultural, functional) within a particular structure of governance + the extent to which this variety is distributed at different levels of the structure+ the extent of awareness of this reality from various stakeholders (adapted from Ospina 2001) 8
9 Diversity Dimensions Race/ Ethnicity/ Language Sexual/ Affectional Orientation Gender Age/ Generation Socio- Economic Class Physical Abilities/ Condition Adapted from works of Marilyn Loden, as published in Loden, H and Rosener, J.B. Workforce America, Homewood, Illinois Business One Irwin,
10 Definitions associated with Diversity Affirmative Action (AA) positive non-discriminatory measures to ensure fair treatment in the workforce for qualified employees or applicants who face employment barriers such as race, sex, ethnicity, etc Equal Employment Opportunity (EEO) the obligation to provide a discrimination-free workplace Multiculturalism/Valuing diversity the process of recognizing, understanding and appreciating other cultures than one s own. Managing Diversity effective utilization of workforce diversity to achieve organizational goals 10
11 Discrimination Discrimination reflects a complex set of attitudes towards individuals or social groups within society! Political discrimination denial of political rights, restriction of access to political decision-making, lack of adequate representation in legislative bodies and restriction on freedom of expression, voting, free movement and place of residence! Socio-economic discrimination limited access to labor markets, resources and social services! Cultural discrimination restriction on the use of language, the observation of cultural practices and religious traditions, etc 11
12 What is the type of Diversity " It depends on the context that Matters?! political The attitudes of the politicians determine the diversity. For example: ethnicity issues are prevailing in South Africa and the USA;! social The contextual definition of social class/group;! cultural - Age, religions as subcultures determine diversity;! historical Awareness of racial issues emerged in the USA in the 1960s;! economic -Age and gender are becoming important in periods of economic recession. 12
13 Approaches to Diversity Legalistic approach! Quantitative! Legally driven! Remedial! Assimilation model! Opens doors! Resistance Valuing Differences! Qualitative! Ethically driven! Idealistic! Diversity model! Opens attitudes, minds and culture! Resistance Managing Diversity! Behavioral! Strategically driven! Pragmatic! Synergy model! Opens the system! Resistance Adopted from Henderson, Cultural Diversity,
14 What Approach to Take? Legalistic approach (LA) Valuing differences (VD) Managing diversity (MD) The choice of approach depends on the social, economic, political and historical background of a country 14
15 Benefits of Diversity! Ethical, Legal and Political Benefits! Human Resource Management Benefits! Organizational Benefits Adopted from Handbook of Public Administration, Ch
16 Ethical, Legal and Political Benefits 1. Promotes fairness and justice in the workplace 2. Diversity ensures peace and stability 3. Creates economic opportunity and reduces social inequality 4. Ensures compliance with personnel-related requirements 5. Balances the government s need for productive employees against the rights of employees as free citizens of a constitutional bureaucracy 6. Increases representation and responsiveness in the bureaucracy 7. Increases the potential for grassroots support for government programs and policies 16
17 Potential Human Resource Management Benefits 1. Human Resource Acquisition: Enhances the organization's reputation and ability to attract and keep the best employees 2. Performance: Increases job satisfaction among employees resulting in improved delivery of services 3. Increases productivity and efficiency:! Promotes creative and innovative approaches! Heterogeneity in decision making and problem solving groups potentially produces better decisions through a wider range of perspectives and more thorough critical analysis! Reduces group think 17
18 Organizational Benefits 1. Increases internal capabilities:! Enhances organization's flexibility to address the changes! Promotes fluidity in organizational design 2. Increases marketing competitiveness:! Workforce reflects client population! Enhances organizational insight and cultural sensitivity in addressing client needs and values 3. Decreases discrimination litigation 4. Increases organizational legitimacy due to enhanced reputation and higher effectiveness 18
19 Challenges of Diversity! Difficulty convincing relevant stakeholders that multiculturalism is needed and valuable! Difficulty marketing the diversity plan, as the costs associated with it are easier to quantify than its benefits! Potential employee resentment or disillusionment stemming from disappointed hopes for rapid improvement, fear of exclusion or of a loss of privileges, and general uncertainty! Increased danger of group polarization resulting from changing the existing distributive order! Potential increased cost related to turnover and absenteeism Adopted from Handbook of Public Administration, Ch
20 System of Diversity Management 1) Leadership! Top management commitment and support! Steering and advisory groups! Communication strategy 2) Training and Development! Awareness and skill-building training! Development of in-house expertise! Orientation programs 3) Measurement and Assessment! Comprehensive organizational assessments! Benchmarking continued... 20
21 System of Diversity Management 4) Culture and Management System Audit! Comprehensive analysis of the organizational culture and the human resource system such as recruitment, performance appraisal, promotion and compensation: # To uncover sources of potential bias unfavorable to members of certain cultural groups; # To identify ways that organizational culture may inadvertently put some members at a disadvantage. 5) Monitoring! Evaluation processes! Accountability! Ensuring continuous improvement Cox and Blake Managing Cultural Diversity,
22 Types of Training for Managing Diversity! Information Training! Cultural Awareness Training! Specifically Targeted Awareness Training! Equity Training! Anti-discrimination Training! Diversity Training Adopted from John Wrench, Workplace Diversity: Research Perspective on Policy and Practice 22
23 Awareness and Equity Training Information Training Cultural Awareness Training Specific Awareness Training Equity Training Antidiscrimination Training contains facts on prejudice and racism provides cultural information creates awareness of racism, sexism ageism, etc. instructs in legally accepted behavior seeks to tackle discrimination in recruitment provides cultural information engages trainees to change their attitudes produces rapid change in attitudes produces changes in behavior produces changes in behavior and attitudes highlights the evidence and processes of discrimination includes material on the dominant culture of the trainees identifies stereotypes located in the dominant group directed at avoiding discrimination and bias in HRM provides cultural information introduces the legal context of discriminatory acts representatives of official minorities are invited focuses more on personal attitudes may be routinely built into the induction of new recruits focuses on changing organizational practice 23
24 Diversity Training! is broader, more ambitious, and long-term! is mainly directed at managers who have power to produce organizational change in the Civil Service! includes elements of other approaches to Managing Diversity trainings! includes exchange of public sector reform experiences Adopted from John Wrench, Workplace Diversity: Research Perspective on Policy and Practice 24
25 Core competencies of Diversity Training 1. Awareness and Attitudes change through! Identifying personal biases and moral positions! Challenging prejudice and stereotypes 2. Knowledge! Concepts of diversity management! Legal aspects of managing diversity 3. Intercultural Skills! Communication! Conflict resolution! Team work 25
26 Preparation for Diversity Training! Does the leadership of the organization support the initiative?! Are the goals of the training realistic?! Is the training targeted to all employees?! Is the training mandatory or voluntary?! Does the trainer have enough information about the work environment?! Will the training address the burning issues of the employees? 26
27 It is critical that: Diversity and Civil Service Reform! Managing diversity be an integral part of civil service reform! Leadership show a genuine commitment to managing diversity! Approach to managing diversity be systematic and systemic 27
28 $ Training to Manage Diversity should:! Be a part of the programmes of Schools and Institutes of Public Administration! Always be based on local needs and conditions $ The Civil Service should be a workplace of choice for all 28
THE COSTS AND BENEFITS OF DIVERSITY
Fundamental rights & anti-discrimination THE COSTS AND BENEFITS OF DIVERSITY European Commission Emplo 2 THE COSTS AND BENEFITS OF DIVERSITY A Study on Methods and Indicators to Measure the Cost-Effectiveness
More informationManaging Diversity and Equal Opportunities
Managing Diversity and Equal Opportunities Purpose The primary responsibility for implementing and managing diversity and equality of opportunity in the workplace rests with line management. The role of
More informationHealthStream Regulatory Script
HealthStream Regulatory Script Diversity in the Workplace Version: May 2007 Lesson 1: Introduction Lesson 2: Significance of Workplace Diversity Lesson 3: Diversity Programs Lesson 4: Doing Your Part Lesson
More informationPOLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection
More informationCultural Competence: Essential Ingredient for Successful Transitions of Care
Cultural Competence: Essential Ingredient for Successful Transitions of Care Health care professionals increasingly recognize the crucial role that culture plays in the healthcare of a client or patient
More informationWorkplace Diversity Program 2006-2010
Workplace Diversity Program 2006-2010 Version 1.0: November 2007 CASADOC 255 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no
More informationPerformance Factors and Campuswide Standards Guidelines. With Behavioral Indicators
Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...
More informationA COMPARATIVE STUDY OF WORKFORCE DIVERSITY IN SERVICE AND MANUFACTURING SECTORS IN INDIA
IMPACT: International Journal of Research in Business Management (IMPACT: IJRBM) ISSN(E): 2321-886X; ISSN(P): 2347-4572 Vol. 2, Issue 3, Mar 2014, 1-8 Impact Journals A COMPARATIVE STUDY OF WORKFORCE DIVERSITY
More informationPAUNG KU JOB ANNOUNCEMENT
PAUNG KU JOB ANNOUNCEMENT Paung Ku is assisting the American Friends Service Committee (AFSC) to recruit one staff for a peace building program based in Yangon: Job Title: Place of work: Myanmar Quaker
More informationSelf Assessment Tool for Principals and Vice-Principals
The Institute for Education Leadership (IEL) brings together representatives from the principals' associations, the supervisory officers' associations, councils of directors of education and the Ministry
More informationFOSTERING DIALOGUE AND MUTUAL UNDERSTANDING
FOSTERING DIALOGUE AND MUTUAL UNDERSTANDING The crucial role of young women and men in advancing intercultural dialogue and understanding is increasingly recognized within the global development agenda.
More informationThe Wisconsin Comprehensive School Counseling Model Student Content Standards. Student Content Standards
The Wisconsin Comprehensive School Counseling Model Student Content Standards The Wisconsin Comprehensive School Counseling Model builds the content of developmental school counseling programs around nine
More informationEquality, Diversity & Inclusion (EDI) Policy Version 2.1
Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...
More informationReview of Diversity and Public Administration: Theory, Issues, and Perspectives, 2nd ed.
Review of Diversity and Public Administration: Theory, Issues, and Perspectives, 2nd ed. by Mitchell F. Rice Review by Laura C. Hand Arizona State University The topic of diversity in public administration
More informationAmend and readopt Ed 507.14, previously effective 10/25/08 (Doc #9306), to read as follows:
Initial Proposal Annotated Text June 16, 2016 Page 1 Amend and readopt Ed 507.14, previously effective 10/25/08 (Doc #9306), to read as follows: Ed 507.14 SCHOOL SOCIAL WORKER (a) For an individual to
More informationRACE RELATIONS, CROSS CULTURAL UNDERSTANDING AND HUMAN RIGHTS IN LEARNING POLICY
RACE RELATIONS, CROSS CULTURAL UNDERSTANDING AND HUMAN RIGHTS IN LEARNING POLICY 1. GENERAL PRINCIPLES 2. DEFINITIONS 3. POLICY FRAMEWORK 4. CURRICULUM 5. INSTRUCTION 6. ASSESSMENT AND EVALUATION 7. GUIDANCE
More informationSocial Work Field Education Core Competencies and Practice Behaviors
Social Work Field Education Core Competencies and Practice Behaviors The School of Social Work Field Education Program addresses each of the Council on Social Work Education (CSWE) Core Competencies and
More informationStandards for Advanced Programs in Educational Leadership
Standards for Advanced Programs in Educational Leadership for Principals, Superintendents, Curriculum Directors, and Supervisors NATIONAL POLICY BOARD FOR EDUCATIONAL ADMINISTRATION Published January,
More informationAnnex 1 Primary sources for international standards
Annex 1 Primary sources for international standards 1. The United Nations The 1948 Universal Declaration of Human Rights Article 20 1. Everyone has the right to freedom of peaceful assembly and association.
More informationOUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA.
OUR WORKPLACE DIVERSITY PROGRAM Diversity is important to AFSA. 2014 2017 OUR WORKPLACE DIVERSITY PROGRAM PAGE 1 OF 9 What is diversity? The concept of diversity encompasses acceptance and respect. It
More informationWorkforce Diversity Plan 2009-2011
Workforce Diversity Plan 2009-2011 The Department of Education and Training (the department) is committed to diversity and inclusion in providing high quality education and training services to our students
More informationRUSTENBURG HIGH SCHOOL FOR GIRLS. RELIGION POLICY February 2009
RUSTENBURG HIGH SCHOOL FOR GIRLS RELIGION POLICY February 2009 PREAMBLE Rustenburg High School for Girls recognises the particular value of the rich and diverse religious heritage of our school community.
More informationWho can benefit from charities?
1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities
More informationSouth Downs National Park Authority
Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date
More informationDOING JUSTICE, DOING GENDEÉ
SecondEditìon DOING JUSTICE, DOING GENDEÉ Women in Legai and Criminaljustice Occupatìons Susan Ehrfch Martin Chevy Chase, MnryknA Nancy C. Jurik Arizona State Univemty (^)SAGEPublications ^S Thousand Oaks
More informationCourse Description Course Textbook Course Learning Outcomes Credits Course Structure Unit Learning Outcomes: Unit Lesson: Reading Assignments:
BSL 4000, Managing Diversity in Organizations Course Syllabus Course Description Presentation of the personal and organizational implications of increasing workforce diversity. Exploration of the complex
More informationEQUALITY AND DIVERSITY POLICY AND PROCEDURE
EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment
More informationBecoming a Career Counselor Checklist (adapted from NCDA s Professional Statements, http://www.ncda.org)
Becoming a Career Counselor Checklist (adapted from NCDA s Professional Statements, http://www.ncda.org) Competency I want to help others learn about themselves, their options, and how to help them make
More informationSYG 2000 Course. 1. Define Sociology and explain the insights and benefits of the sociological imagination/perspective.
SYG 2000 Course Introduction to Sociology Learning Objectives In General, always be able to present a review of the key insights from any classroom video or activity connected to each chapter. Also, know
More informationImportance of Diversity In The Workplace
Student Self-administered case study Importance of Diversity In The Workplace Case duration (Min): 45-60 Human Resource Management (HRM) Promoting diversity Worldwide Case summary: This case focuses on
More informationMANAGEMENT PLAN. Equal Employment Opportunity & Workforce Diversity
MANAGEMENT PLAN Equal Employment Opportunity & Workforce Diversity Final Version: 1.0 Identifier CCS 5.1.7 Policy Section: HR Management Date Adopted: 8 November 2012 Review Date: November 2015 Author:
More informationValuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement!
Valuing Diversity Cornerstones 1. Diversity is about inclusion and engagement! 2. The most important issue is always human dignity and total quality respect! 3. Prejudice is eliminated by developing high
More informationcustomer-service equality standard
customer-service equality standard introduction As a public-service provider, a statutory body and an employer, the Financial Ombudsman Service is fully committed to the fair and equal treatment of everyone
More informationHow To Be A Health Care Provider
Program Competency & Learning Objectives Rubric (Student Version) Program Competency #1 Prepare Community Data for Public Health Analyses and Assessments - Student 1A1. Identifies the health status of
More informationNUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan
U.S. NUCLEAR REGULATORY COMMISSION COMPREHENSIVE Diversity Management Plan Vision Statement: NRC is an agency where all employees are valued and have an equal chance to succeed, thereby increasing organizational
More informationTHE PSYCHOLOGICAL SOCIETY OF IRELAND CUMANN SÍCEOLAITHE ÉIREANN ACCREDITATION CRITERIA FOR POSTGRADUATE PROFESSIONAL TRAINING
THE PSYCHOLOGICAL SOCIETY OF IRELAND CUMANN SÍCEOLAITHE ÉIREANN ACCREDITATION CRITERIA FOR POSTGRADUATE PROFESSIONAL TRAINING IN EDUCATIONAL PSYCHOLOGY DATE: 22 ND FEBRUARY 2010 Date for review: February
More informationPerformance Management Competencies. for Schedule II Levels 7-12
Performance Competencies for Schedule II Levels 7-12 Performance : What is it? Performance management is a systematic approach to setting performance standards, coaching employees to achieve standards,
More informationGeneral recommendation No. 34 adopted by the Committee
United Nations Advance edited version Distr.: General 30 September 2011 CERD/C/GC/34 Original: English Committee on the Elimination of Racial Discrimination Seventy-ninth session 8 August 2 September 2011
More informationMetropolitan State University of Denver Master of Social Work Program Field Evaluation
Metropolitan State University of Denver Master of Social Work Program Evaluation Date: Agency/Program Task Supervisor Faculty Liaison Total Hours Completed To Date for this semester: s will not receive
More informationDiversity and Equality Policy
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
More informationHuman Resources Training
Pierce County s training program is comparable to that in other local jurisdictions. Direct cost comparisons are difficult without more detailed discussions with providers, but it appears that outsourcing
More informationDepartment of Social Work Florida Gulf Coast University. Generalist Practice Field Placement Learning Plan. Task Supervisor (if applicable):
Department of Social Work Florida Gulf Coast University Generalist Practice Field Placement Learning Plan Student: Student Email: Agency: Agency Phone: Field Instructor: Faculty Liaison: Task Supervisor
More informationBloomsburg University Midterm and Final Competency Field Evaluation. Task Supervisor (if appropriate) :
Bloomsburg University and Competency Field Evaluation BSW EVALUATION OF THE COMPETENCIES AND PRACTICE BEHAVIORS Student : Field Instructor : Task Supervisor (if appropriate) : _ Agency : University Faculty
More informationEquality and Diversity Policy
Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders
More informationHuman Resources Pillar
Human Resources Pillar Policy No. 5.0 Date Approved: Dec. 2012 Projected Review Date: Dec. 2016 PURPOSE: Hamilton-Wentworth District School Board (HWDSB) believes that attracting, recruiting and retaining
More informationCouncil meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations
Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based
More informationEquality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11
Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval
More informationRESOLUTION ADOPTED BY THE GENERAL ASSEMBLY. [on the report of the Third Committee (A/53/625/Add.2)]
UNITED NATIONS A General Assembly Distr. GENERAL A/RES/53/144 8 March 1999 Fifty-third session Agenda item 110 (b) RESOLUTION ADOPTED BY THE GENERAL ASSEMBLY [on the report of the Third Committee (A/53/625/Add.2)]
More informationHAMPTON UNIVERSITY ONLINE College of Education and Continuing Studies PhD in Educational Management
Program Overview The accelerated program provides candidates with an opportunity to develop the critical leadership skills and knowledge that are required in today s increasingly complex, diverse, and
More informationSupervision. Samuel C. Certo. Steinmetz Professor of Management Crummer Graduate School of Business Rollins College. I McGraw-Hill I Irwin
Supervision Concepts and Skill-Building Seventh Edition Samuel C. Certo Steinmetz Professor of Management Crummer Graduate School of Business Rollins College I McGraw-Hill I Irwin Contents Preface iv About
More informationMetropolitan State University of Denver Master of Social Work Program Field Evaluation
Metropolitan State University of Denver Master of Social Work Program Evaluation Date: Agency/Program Task Supervisor Faculty Liaison Total Hours Completed To Date for this semester: s will not receive
More informationJones & Associates Consulting, Inc.
Jones & Associates Consulting, Inc. Jones & Associates Consulting, Inc. is a diversity and organizational change consulting firm based in San Diego, California. Founded in 1993, our mission is to develop
More informationInformal meeting of European Union Education Ministers. Paris, Tuesday 17 March 2015. Declaration on
Informal meeting of European Union Education Ministers Paris, Tuesday 17 March 2015 Declaration on Promoting citizenship and the common values of freedom, tolerance and non-discrimination through education
More informationHow To Be A Successful Supervisor
Quick Guide For Administrators Based on TIP 52 Clinical Supervision and Professional Development of the Substance Abuse Counselor Contents Why a Quick Guide?...2 What Is a TIP?...3 Benefits and Rationale...4
More informationBuilding Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition
Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding
More informationGraz Declaration on Principles of Human Rights Education and Human Security
Graz Declaration on Principles of Human Rights Education and Human Security 5 th Ministerial Meeting of the Human Security Network Graz, 8 10 May 2003 Preamble We, the Members of the Human Security Network
More informationPERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW
SECTION: HUMAN RESOURCES POLICY AND PROCEDURE No: 10.16 NATURE AND SCOPE: SUBJECT: POLICY AND PROCEDURE TRUST WIDE PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW This policy explains the Performance
More informationEQUITY AND DIVERSITY TASK FORCE REPORT
EQUITY AND DIVERSITY TASK FORCE REPORT Realizing Our Commitment to Access and Success for All Students Through Student Equity, Equal Opportunity, Nondiscrimination and Workforce Diversity NOVEMBER 2002
More informationWESTERN MICHIGAN UNIVERISTY SCHOOL OF SOCIAL WORK Field Education Learning Contract and Evaluation. MSW Concentration-Interpersonal Practice (IP)
WESTERN MICHIGAN UNIVERISTY SCHOOL OF SOCIAL WORK Field Education Learning Contract and Evaluation Revised 10/04/2014 Pg. 1 MSW Concentration-Interpersonal Practice (IP) Student s Name: Jane Smith Phone
More informationEQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)
EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.
More informationThe Netherlands: Gender discrimination in the field of employment
The Netherlands: Gender discrimination in the field of employment This document outlines legislation in Belgium that prohibits discrimination on the basis of race and national origin in the provision of
More informationRECOMMENDATION CONCERNING THE PROTECTION AND PROMOTION OF MUSEUMS AND COLLECTIONS, THEIR DIVERSITY AND THEIR ROLE IN SOCIETY
RECOMMENDATION CONCERNING THE PROTECTION AND PROMOTION OF MUSEUMS AND COLLECTIONS, THEIR DIVERSITY AND THEIR ROLE IN SOCIETY Paris, 20 November 2015 UNITED NATIONS EDUCATIONAL, SCIENTIFIC AND CULTURAL
More informationFair Employment Practices
In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal
More informationFORMULATING HUMAN RESOURCE DEVELOPMENT POLICY FOR THE PUBLIC SERVICE (KENYAN CASE)
CAPACITY BUILDING FOR HUMAN RESOURCE DEVELOPMENT POLICY AND STRATEGY IN PUBLIC SERVICE IN AFRICA WORKSHOP FORMULATING HUMAN RESOURCE DEVELOPMENT POLICY FOR THE PUBLIC SERVICE (KENYAN CASE) PRESENTED BY:
More informationNew York University Silver School of Social Work Field Learning and Community Partnerships
New York University Silver School of Social Work Field Learning and ommunity Partnerships Field Learning Evaluation: Professional Foundation (First Year) MID-YEAR EVALUATION FINAL EVALUATION Student Name:
More informationPRINCIPLES OF MULTICULTURAL PSYCHIATRIC REHABILITATION SERVICES Executive Summary
PRINCIPLES OF MULTICULTURAL PSYCHIATRIC REHABILITATION SERVICES Executive Summary PRA recognizes the striking disparities in mental health care found for cultural, racial and ethnic minorities in the USA,
More informationAN ROINN OIDEACHAIS AGUS EOLAÍOCHTA THE JUNIOR CERTIFICATE CIVIC, SOCIAL AND POLITICAL EDUCATION SYLLABUS
AN ROINN OIDEACHAIS AGUS EOLAÍOCHTA THE JUNIOR CERTIFICATE CIVIC, SOCIAL AND POLITICAL EDUCATION SYLLABUS 1 INTRODUCTION 1.1 The Importance of Civic, Social and Political Education 1.1.1 Civic, Social
More informationANZAM 2015 Streams and Keywords
ANZAM 2015 Streams and Keywords Stream Keywords 01. Managing for Peak Performance strategic HRM strategic change technological change global business environment innovation managing across cultures international
More informationEquality, Diversity & Human Rights Strategy
Equality, Diversity & Human Rights Strategy 2015-2019 This document sets out the Surrey Police Equality, Diversity and Human Rights (EDHR) strategy. It will explain our legal duties, vision and priorities
More informationHuman Resources: Recruitment/Selection
Accountability Modules MANAGEMENT OBJECTIVE Return to Table of Contents BACKGROUND DEFINITIONS Human Resources: Recruitment/Selection Ensure that recruitment and selection processes effectively match applicant
More informationThe Evolution of HR Audits
Laurdan Associates, Inc. Editorial for HRM Website The Evolution of HR Audits Evolution is a process of change. Over the last 25 years we have seen significant change in the HR auditing process, the value
More informationCentre for Learning and Development
The Leadership and Management Development Strategy was developed to endorse learning and development opportunities to strengthen the leadership and management capacity of the Newfoundland and Labrador
More informationStandards for Educational Leaders (Principals, Superintendents, Curriculum Directors, and Supervisors)
Standards for Educational Leaders (rincipals, Superintendents, Curriculum Directors, and Supervisors) Introduction These Standards and Indicators were adapted from the Educational Leadership Constituencies
More informationTeaching and Learning Together. Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN)
Teaching and Learning Together Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN) 1 Introduction We are committed to inclusion and will
More informationSchool of Social Work
MSW Core Curriculum for Generalist Practice St. Catherine University/University of St. Thomas Core and Advanced Competencies of the MSW Program The SCU/UST MSW curriculum prepares its graduates for advanced
More informationLBS II Certification Option Admissions Packet
LBS II Certification Option Admissions Packet We are pleased that you are interested in seeking the LBS II Certification Option in Special Education through the Department of Special Education at UIC.
More information... and. Uses data to help schools identify needs for prevention and intervention programs.
Rubric for Evaluating North Carolina s School Psychologists Standard 1: School psychologists demonstrate leadership. School psychologists demonstrate leadership by promoting and enhancing the overall academic
More informationEquality, Diversity and Inclusivity - Policy
Equality, Diversity and Inclusivity - Policy 1. Purpose 1.1 The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to
More informationUTAH STATE UNIVERSITY. Professional School Guidance Counselor Education Program Mapping
UTAH STATE UNIVERSITY Professional School Guidance Counselor Education Program Mapping Course Key: PSY 6130 Evidence-Based Practice: School Intervention PSY 6240 Comprehensive School Counseling Programs
More informationADAPTATION OF EMPLOYEES IN THE ORGANIZATION AND ITS IMPORTANCE IN TERMS OF HUMAN RESOURCE MANAGEMENT
114 Management and Economics ADAPTATION OF EMPLOYEES IN THE ORGANIZATION AND ITS IMPORTANCE IN TERMS OF HUMAN RESOURCE MANAGEMENT Jaroslav NEKORANEC Jaroslav.Nekoranec@aos.sk Lenka NAGYOVÁ lenka.nagyova@mil.sk
More informationIllinois Professional School Leader Standards [29.100]
III. STANDARDS FOR ADMINISTRATIVE CERTIFICATION Illinois Professional School Leader Standards [29.100] STANDARD 1 - Facilitating a Vision of Learning facilitating the development, articulation, implementation,
More informationSyracuse University. Office of Field Instruction. School of Social Work. Program Competencies, Resulting Practice Behaviors & Examples of Field Tasks
Syracuse University School of Social Work Office of Field Instruction Program Competencies, Resulting Practice Behaviors & Examples of Field Tasks Program Competency Resulting Practice Behavior Example
More informationFINAL. World Education Forum. The Dakar Framework for Action. Education For All: Meeting our Collective Commitments. Revised Final Draft
28/04/2000, 3 P.m. FINAL The Dakar Framework for Action Education For All: Meeting our Collective Commitments Revised Final Draft World Education Forum Dakar, Senegal, 26-28 April 2000 1 1 The Dakar Framework
More informationComprehensive Diversity Plan for the Research Division
Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell
More informationSTANDARDS FOR GUIDANCE COUNSELING PROGRAMS
STANDARDS FOR GUIDANCE COUNSELING PROGRAMS These standards were approved January 2005 by the Kentucky Education Professional Standards Board. The Kentucky Standards for Guidance Counselor Programs are
More informationCreating a Culture of Inclusion
Creating a Culture of Inclusion 23 rd Annual Governor s Equal Employment Opportunity Conference Mac Werner Research Associate Lynn T. Bertsch Director, Employer Engagement powered by UNIVERSITY OF KENTUCKY
More informationUPPER SECONDARY SCHOOL. Curriculum for the upper secondary school
UPPER SECONDARY SCHOOL Curriculum for the upper secondary school Curriculum for the upper secondary school Address for ordering: Fritzes customer service 106 47 Stockholm Tel: 08-598 191 90 Fax: 08-598
More informationCOUNCIL OF THE EUROPEAN UNION. Brussels, 8 May 2008 9207/08 EDUC 144 SOC 276 CULT 67 COMPET 178 RECH 173. NOTE from: Presidency
COUNCIL OF THE EUROPEAN UNION Brussels, 8 May 2008 9207/08 EDUC 144 SOC 276 CULT 67 COMPET 178 RECH 173 NOTE from: Presidency to: Council No prev. doc. 8752/08 EDUC 119 SOC 243 CULT 59 COMPET 152 RECH
More informationUniversity of Birmingham Race Equality Policy
University of Birmingham Race Equality Policy 1. Purpose and Scope This document sets out the University of Birmingham s Race Equality Policy as required under the Race Relations Act 1976, as amended by
More information1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3
Mainstreaming Report and Equality Outcomes April 2013 to March 2017 Contents 1. Executive Summary...1 2. Introduction...2 3. Commitment...2 4. The Legal Context...3 5. An Overview of the Mainstreaming
More informationStudy Plan in Psychology Education
Study Plan in Psychology Education CONTENTS 1) Presentation 5) Mandatory Subjects 2) Requirements 6) Objectives 3) Study Plan / Duration 7) Suggested Courses 4) Academics Credit Table 1) Presentation offers
More informationDecember 2013. General Comments and Observations
Response to the consultation by the Department of Health, Social Services and Public Safety on the Modernising Learning Disabilities Nursing Review Strengthening the Commitment Northern Ireland Action
More informationGender. Diversity Analysis. and. Discussion Paper and Lens
Gender and Diversity Analysis Discussion Paper and Lens by the Women in Employment Committee of the Canadian Association of Administrators of Labour Legislation August 8, 2003 INTRODUCTION The Women in
More informationHAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960;
THE COUNCIL, HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960; HAVING REGARD to the 1976 Recommendation of the Council on
More informationNortheast Behavioral Health Partnership, LLC. Cultural Competency Program Description and Annual Plan
Cultural Competency Program Description and Annual Plan July 1, 2010 through June 30, 2011 Table of Contents Mission Statement... 1 Cultural Competency Program Description Introduction... 2 What is Cultural
More informationEquality, Diversity and Inclusion Handbook
HX.127.1 Equality, Diversity and Inclusion Handbook This publication is available in large print and easy read Welcome! At Calico, we are dedicated to promoting and celebrating the positive effect that
More informationThe Bangkok Charter for Health Promotion in a Globalized World
The Bangkok Charter for Health Promotion in a Globalized World Introduction Scope The Bangkok Charter identifies actions, commitments and pledges required to address the determinants of health in a globalized
More informationChapter 15 Personnel Management
Chapter 15 Personnel Management In the corporate sector, it s called human resources. And it makes sense, since your personnel are perhaps your most important resource. You can have the best operating
More informationPOLICIES AND REGULATIONS Policy #54
POLICIES AND REGULATIONS Policy #54 EQUITY AND INCLUSIVE EDUCATION Statement The Peel District School Board is committed to providing and maintaining safe and healthy environments conducive to learning
More information