ipl-logo

Psy 411 Dr. Harris Community Engagement Portfolio Diversity Statement

508 Words3 Pages

Madison Monaghan PSY 411 Dr. Harris Community Engagement Portfolio Diversity Statement Diversity enriches our lives and drives progress, which is why it is important that I commit to continuing my personal and professional development as it relates to diversity. I intend to continuously learn about diversity and teach others about it as well. I also plan to foster diversity, equity, and inclusion within the workplace, practice self-awareness in my personal life, and advocate for diversity in my community. I am committed to lifelong learning in my personal life and professional development. I plan to broaden my perspective and deepen my understanding of diversity. To do so, I can read books about diversity, listen to podcasts, watch documentaries, have conversations with …show more content…

Therefore, it is important that I pursue opportunities for professional development in these areas. You can do so by attending webinars, workshops, training programs, or even getting certifications for diversity and inclusion. In fact, recently in my American Staffing Association Corporate Recruiting Professional Certificate Course, I learned about unconscious bias in recruiting, as well as the importance of diversity in the workplace. I aim to be an advocate for diversity within my professional organization and in my personal life as well. Next, it is important that I practice self-awareness in my daily life. In class, we learned about micro-aggressions, and I also learned about my implicit biases when taking the Implicit Association Tests. I plan to self-reflect and monitor my words, actions, and reactions to others to ensure that I do not engage in microaggressions or implicit biases. It is important that I also educate my friends and family about implicit bias and microaggressions so that we can foster a diverse community that is safe for

Show More
Related
361 Words | 2 Pages

Microaggressions are degrading a group of people by their gender, sexuality, race, ethnicity, and or illnesses. Microaggressions are used by individuals subconsciously and consciously in everyday circumstances that are described in the three videos I chose to watch and write about discussing stereotyping. The actors in “Creepy Things People Say to Asian Women” argue “Don’t stereotype” (Chen, Chen). By examining posts on dating websites, the actors investigate moments of microaggressions. The actors discuss obnoxious posts that men have written stereotyping Asian women on dating websites.

Read More
736 Words | 3 Pages

It is an opportunity to create an environment where all individuals can contribute their unique perspectives and experiences to the collective knowledge. By embracing diversity, we are able to push past our preconceived notions and challenge the status quo. We can create a culture of understanding and respect for all individuals, regardless of race, gender, sexual orientation or other differences. Inclusivity allows us to see beyond our own experiences and gain new insights from those who are different from us. This helps us become better problem solvers, innovators and collaborators in whatever field we choose to pursue.

Read More
991 Words | 4 Pages

Companies should actively work towards eliminating biases in their recruitment processes and implementing practices that promote diversity and inclusion. This can include blind hiring techniques, where personal information such as race, gender, or age is removed from resumes during initial screening stages. Additionally, organizations can implement diversity quotas or targets to ensure a more balanced representation of underrepresented groups, including African Americans, in their workforce. Furthermore, fostering an inclusive work environment where diverse perspectives are valued and celebrated can also contribute to attracting and retaining African American talent.

Read More
159 Words | 1 Pages

It will give the readers examples of how diversity shapes the clients and staffs. In this report, it will give the readers information about the different

Read More
880 Words | 4 Pages

It is exactly that mindset, she argues, that creates so many boundaries and limits for minorities. She believes that unconscious bias, or explicit prejudice, leads to a detrimental lack of diversity in the workforce. (Abdel-Magied, 1:37) The unconscious bias that we all have, she says, is harmful to society because there are people who are just as qualified to be in certain positions, but are sometimes held back merely because of race, religion, disability, class, or

Read More
1292 Words | 6 Pages

The readiness assessment determined specific goals for each employee, so we will use this feedback to guide the training that will be provided. We would then give the employees a list of fifteen questions that ask the employee to rank his or her knowledge or feelings about diversity. The first part of this diversity training will last for half a day, for two days in a row. This diversity training should not feel like a burden to the employees, so this will help them be able to be productive in both their job and in this new educational experience as they learn more about diversity. A technique we will use to begin this diversity training is introducing different case studies to the group, and evaluating how they respond.

Read More
558 Words | 3 Pages

Microaggressions matter in all classes of people whether they are men, women, LGBT (lesbian, gay, bisexual, or transgender), straight, black, white, Hispanic, or other. These small interactions seem insignificant until you affect someone’s self-esteem. Little by little, it chips away at that image in their mind of who and what they are as a person. Although, many microaggressions are unintended, more often than not, they will have a negative effect on the receiving end.

Read More
1060 Words | 5 Pages

My aspiration for diversity in my life, workplace, and community is to enrich myself by advancing my social intelligence. This involves acknowledging both explicit and implicit biases, strategically addressing them through intentional inclusive goals. I aim to not only confront gender biases I personally face, but also to strengthen my multicultural awareness. I aim to acknowledge and value the primary and secondary dimensions that enhance diversity. By doing so, I expand my horizons, develop new passions and interests, and improve my ability to collaborate successfully and respect everyone.

Read More
2273 Words | 10 Pages

It can be as subtle as making a joke about a particular group of people, or as blatant as believing that certain races are superior to others. In school, it is important to be aware of our own unconscious bias and strive to create an inclusive space for everyone in the school community. We can do this by teaching social justice and anti-bias curriculum, as well as providing ways for students to discuss their own experiences with bias and prejudice. By recognizing the potential for unconscious bias and by teaching students about it, we can create a school environment that values everyone’s unique identities and respects all individuals. Unconscious biases can play out in everyday interactions, both at work and at home; they can affect individual attitudes and behaviors, and even workplace policies and organizational culture.

Read More
490 Words | 2 Pages

Being without diversity for almost two years has identified to me, that my life is incomplete without the input that people with differing cultures, ethnicities and religions have to

Read More
1008 Words | 5 Pages

It seems fit that we move along with the trend of practicing these policies to not only increase diversity but decrease discrimination. Affirmative action can also boost morale as it has done for many companies (Plous, 2003). This trend will lead to a more effective labour division and better work environment for all our employees. The policies also will lead to a positive outcome if the demographics of the company were ever audited. Also awareness and educational aspects of cultures unlike our own can open our eyes.

Read More
1027 Words | 5 Pages

This paper examines Bateman and Snell’s research against the case study video entitled “Diversity in Hiring: Candidate Conundrum” to propose that additional examination be conducted to decide whether Robert Gedaliah or Paul Munez was correct in their decision making pertaining to whom to hire for the Outreach Customer Representative position. Discussion Summary This week’s video discussed diversity in hiring. Robert Gedaliah is the Founder and President of Beck ‘n Call.

Read More
178 Words | 1 Pages

For the majority of my college career, my research focus has been on Implicit Social Cognition, specifically racism and sexism. The reason I plan to conduct research in this field of Psychology is because of the problematic impacts said biases have on the education system. For instance, minorities, especially women are often discouraged from pursuing STEM-related fields as a result of stereotypes which claim that they either do not belong in STEM or they are not capable of succeeding in STEM. Some of the reasons which lead to discouraging comments are rooted in the Implicit Biases that some educators have against minorities; in some situations, their biases manifest into minor comments and sometimes behaviors towards certain individuals. By

Read More
969 Words | 4 Pages

In this essay I will be defining the concept of diversity management, as well as using organisational examples to help explain diversity management and discussing different types of discrimination at the workplace. “Diversity management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational structures through deliberate policies and programs.” (Austlii.edu.au, 2015) The concept of diversity management was first originated in North America which means that the research was mostly done in US context, it has be adapted in to other regions and countries in the world. Diversity management has gain a lot of attention from the field

Read More
1047 Words | 5 Pages

Jolivet did exactly that, in the workshop. She inspired me to want to become a Diversity Ambassador and reclaim my time, that I let steal my joy and happiness focusing on the stereotypes threats, for example, if you are single and an educated woman with an opinion you are a feminist who hate men. This is the total opposite of who I am however, again I am reclaiming my time and own who I am. Also, imposter syndrome fear of not being good enough. Good enough for whom, who set the standard and by what measure are you measuring yourself.

Read More

More about Psy 411 Dr. Harris Community Engagement Portfolio Diversity Statement

Open Document