ipl-logo

Diversity And Cultural Competence

1855 Words8 Pages
bulb-icon

Recommended: Conclusion on cultural competence

The effectiveness of Diversity and Cultural Competence.
Western culture is usually referred to when talking about the culture of the United States. Our culture began its development with the first English settlers in the early 1600’s and continued to evolve from influences from Native Americans and the arrival of immigrants from Asia, Africa, and Latin America. This created a melting pot of cultures which has turned into one of the most influential forces on Earth. Today, with a population exceeding 300 million people, the United States continues to be a place for immigrants, by immigrants, whether as a place of refuge or for those seeking the American dream. With the continuous influx of immigrants into the United States, there has been …show more content…

After the Executive Order 9981 was established the successful integration of minorities has continued to this day. The U.S. military is the largest employer of minorities. With a total workforce of over 1.4 million people, the demographics of this organization is a bit surprising. 71 percent of the total force is white and the remaining 29 percent accounting for minority populations. However, Leadership positions average 35 percent for minorities for lower level positions, to 38 percent for top leadership positions. These numbers are reflected in the enlisted side of military personnel. On the other end of the spectrum, officer appointed positions seem to lack the diversity apparent in their enlisted counterparts. For lower level officer positions, minorities only contribute 22 percent of the personnel. For the highest level of leadership within the officer ranks, only 10 percent of those are minorities (Demographics, 2014). Despite the lack of diversity within the highest levels of leadership, the vast diversity within the enlisted ranks of leadership has been successful in establishing and conducting cultural awareness and diversity training. Some argue the reasons behind why the military has developed training for cultural diversity. The answer is really simple. It’s for both internal and external …show more content…

Soldiers are encouraged to come forward to openly discuss the things they feel negatively affect the cohesion of their unit. Teams of dedicated professionals are given extensive training so they can further educate and provide resources for those that require it. Training is mandated on a quarterly basis, and teams are constantly being introduced to new settings to help diversify their experiences. Overall, the program has worked. It all begins with the leadership willing to accept new ideas on how to keep morale and acceptance of all individuals at an all-time

Show More
Related
277 Words | 2 Pages

The United States Coast Guard has begun to take steps to stop the criticism of the lack of minorities in their ranks. In terms of percentage the coast guard is made up of only 14.8 percent minorities, whereas they make up 31.2 percent of all other military services combined. Hiring practices in the United States is a hot topic and the Coast Guard wants to remove themselves from the topic. The Coast Guard plays an important role in our nations security by protecting our ports, maintaining maritime border security, and many other important issues. Our government and especially our law enforcement have been under a lot of scrutiny lately about mistreatment of minorities.

Read More
891 Words | 4 Pages

The Houston Texans Organization does not place a considerable measure of emphasis publicly on diversity and inclusion, however, simply by observing the employees you realize how diverse of an organization the Houston Texans are. According to the Human Resources Department, the Houston Texans are an equal opportunity employer. Trang Do, Human Resources Manager, runs an equal opportunity employer commission (EEOC) report quarterly; nevertheless, the Houston Texans are a private company and the information happens to be unavailable to the public. Since I am unable to have access to the EEOC report, I will rely on my observations regarding diversity and inclusion.

Read More
226 Words | 1 Pages

Where people with diverse backgrounds can all bring a valuable strength to an organization (Adler, Elmhorst, Lucas, 2013, p. 50). Colonel Moore made it clear that

Read More
141 Words | 1 Pages

Did you know that I appreciate your positive attitude and that reflects during class on how you approach other class mates and how you relate to their experiences. In regards of your post here I agree that Cultural Competencies are a set of beliefs that needs to be taught and passed on from an early age and preferable long before people are taking courses that relate to Human Services and working with different populations. While class room and work experiences are a great start I question if it is enough when a worker in this field goes home after 8 hours and relapses back into her or his own cultural experiences. While some of us experience other diversities and cultures during our practicum site it might also be effective to eat and sleep

Read More
167 Words | 1 Pages

Cultural competence means working respectfully and effectively with all children, their families, team members and the community. It means being aware of your own values, beliefs, practices and prejudices and the influence this can have on your decision making. It means continual reflection on your work practices and working towards a better understanding and respect for all cultures. Being culturally competent also means being aware of dominant and minority cultures and the affect this has on the community and adapting your ways to interact with the children and families to make them feel safe, secure and supported (EYLF Outcome 1- Children have a strong sense of identity). Cultural competence not only belongs to an individual as an educator

Read More
614 Words | 3 Pages

The lack of cultural competency by physicians in health care settings is producing many barriers to health care that is negatively affecting Hispanic families, such as miscommunications, poor adherence to medications and health promotion strategies, and misunderstandings that lead to misdiagnosis or inadequate treatment for Hispanics. This issue is alarming because the Hispanic population makes up roughly 17% of the entire U.S. population, which is a staggering figure that can’t be ignored. Some solutions that have been tried in the past but failed include, establishing more community-based programs to assist this segment of the population, hospitals pushing for prevention programs, and greater efforts by health institutions on training physicians to improve all aspects of communication. Although

Read More
132 Words | 1 Pages

After taking the self-assessment survey for quality and culture, I would like to improve and understand how cultural competence can have a real impact on clinical outcomes. Taking from some of the questions I answered wrong, it make me wants to be cultural competent. There are a few questions I am surprised and shocked, that I answered them incorrectly. I do understand that with training, I will start to gain cultural competence but it will take consistent individual practice on my part to develop and maintain individual cultural competence. Cultural competence can lead to, health literacy, health equity, and fewer diagnostic errors, which might help the patient expand their choices and access high quality medical providers because patient

Read More
60 Words | 1 Pages

Diversity in the Armed Forces is a complex issue when referring to leadership positions, increase opportunities, and especially in terms of gender equality and gender integration. Increase diversity in the Army challenges traditional military attitudes, beliefs, norms, policies, and regulations. For some analyst the gender integration in the combat fields is a challenge that affects the integrity of the Army.

Read More
1657 Words | 7 Pages

The strategic programs have increased minority representation and have enabled the Army to reflect American society. These programs combined with emphasis on broadening assignments as integral element of leader development has allowed the Army to benefit from two positive results of diversity (Erbe, 2014). An inclusive Army is known to be a positive manifestation of nation for espoused commitment to equality and it is specifically important while deploying because Army represents America all across the globe. The cognitive diversity gained by exposing leaders to

Read More
1136 Words | 5 Pages

Throughout American history, minorities aimed to prove to white Americans that they were deserving of the American dream the Constitution promised. Today, American minorities still feel the struggle of following American norms and preserving their inner identity. A major issue the United States has been facing since its existence is the alienation of their minorities. This country is praised as a melting pot where different people unite to create the American lifestyle. Americans take pride of the various subcultures that transform into the diverse American culture.

Read More
144 Words | 1 Pages

The purpose of this Commission was to conduct an evaluation and assessment of the policies and practices that comprise and shape gender diversity in the military. The MLDC found that each Service defined diversity differently. Diversity is about differences, real or perceived; among groups, and people used it as a form of justification for discrimination The Commission develop a definition that inspires a common vision and build the foundation of change throughout the Department of Defense. The Commission defines diversity as “all the different characteristics and attributes of individuals that are consistent with the Department of Defense core values, integral to overall readiness and mission accomplishment, and reflective of the Nation

Read More
917 Words | 4 Pages

Additionally, the lack of minorities in law enforcement come from trust issues between police officers and their community. Although, some people may believe that creating a more diverse workforce within the law enforcement world have little effect between police and their community, having a police department reflect the community is a stepping stone in mending tension. All in all, lack of representation has many solutions that police departments can incorporate that can provide the youth of America a role model be inspired

Read More
534 Words | 3 Pages

Over the past four months, this course has been one of the most eye-opening experiences I have had during my first year of college. Although I have always realized the importance of being culturally competent in daily life, specifically healthcare, I was unaware of the many ways that cultural competence can be obtained. This class gave me the opportunity to view situations from a different perspective, especially through the weekly discussion boards and peer responses. Learning from classmate can teach more valuable lessons than listening to boring lectures or reading hundreds of pages in a textbook because it is easier to relate to experience rather than hypothetical situations. For example, one of the discussion boards asked us to detail

Read More
1732 Words | 7 Pages

If Shell decided to keep the no diversity policy in the TMT despite all the efforts to encourage diversity mindset of the managers, to promote supportive environments and to provide guidelines for hiring and promotions, minority employees would start to lose confidence in the D&I initiatives seeing that there was still a barrier between them and positions in the upper echelon. Voser, however, might be able to defend his choice of the composition of TMT that there were not enough qualified managers with minority status at the senior level (Sucher & Corsi, 2012, p. 11). Nonetheless, since Shell had been promoting the D&I projects for quite a long time, in the long run, the employees’ confidence would depend on the composition of the TMT, which theoretically should reflect the more diverse pool of the TMT

Read More
2541 Words | 11 Pages

I definitely agree why is necessary to have diversity in any organization to include the military. When talking about diversity we have to understand the law that protects everyone’s rights. It does not matter how small the business is. Tittle 7 of the civil rights act of 1964 protects the rights of any individuals before and during employment from any discrimination of race, age, sex, and religion. In the military we have Department of Defense Military Equal Opportunity (MEO) program which is the same as Tittle 7 of the civil rights.

Read More

More about Diversity And Cultural Competence

Related Topics

Open Document