An intersectional approach to diversity management in the United States and France

2016 ◽  
pp. 69-88
Author(s):  
Tarani Merriweather Woodson
Keyword(s):  
United States ◽  
Diversity Management ◽  
The United States

Diversity Management in Action: Chief Diversity Officer Adoption in America’s Cities

2019 ◽  
Vol 51 (2) ◽  
pp. 113-121
Author(s):  
Christopher A. Cooper ◽  
John D. Gerlach
Keyword(s):  
United States ◽  
Local Governments ◽  
Diversity Management ◽  
Original Data ◽  
The United States ◽  
Chief Diversity Officer ◽  
The Future ◽  
City Structure

One of the primary ways cities signal the importance of diversity is to hire a chief diversity officer (CDO). Despite the importance of this position, we know remarkably little about the prevalence and predictors of CDO adoption in local governments. Using original data from the 250 largest cities in the United States, this article demonstrates that about one in four cities has hired a CDO. Further, the decision to hire a CDO is driven more by constituent demand than by city structure or resources. The article concludes by discussing the future of diversity management in America’s cities.

Social Equity in Public Administration: A Call to Action

2019 ◽  
Author(s):  
Brandi Blessett ◽  
Jennifer Dodge ◽  
Beverly Edmond ◽  
Holly T Goerdel ◽  
Susan T Gooden ◽  
...  
Keyword(s):  
United States ◽  
Public Administration ◽  
Social Equity ◽  
Diversity Management ◽  
The United States ◽  
Public Affairs ◽  
Call To Action ◽  
Theoretical Approaches ◽  
Award Winning ◽  
The Social

Abstract This article presents a “Call to Action” Social Equity Manifesto developed at the Minnowbrook at 50 conference. The Social Equity Manifesto identifies several critical areas of emphasis that can help move toward the achievement of social equity in the research, teaching, and practice of public administration. Regarding research, we discuss the presence of social equity manuscripts in PAR, JPART, and ATP. Interestingly, the coverage of class inequality is low across all three journals. However, a clear research strength is the plurality of methodological and theoretical approaches. In terms of teaching, all of the NASPAA social equity award winning public affairs programs in the United States offer multiple courses that provide intentional coverage of social equity. With respect to practice in the United States, inequities exist across multiple policy areas. Programs and policies ranging from nondiscrimination to diversity management are discussed. In essence, exposing students to social equity perspectives within the context of public administration curricula can make PA graduates more responsive to the needs of all people.

Moving Forward from Inequality and Discrimination

2017 ◽  
Author(s):  
Jeanette N. Cleveland ◽  
Lynn M. Shore ◽  
Kemol Anderson ◽  
Lena-Alyeska Huebner ◽  
Diana Sanchez
Keyword(s):  
United States ◽  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Cultural Differences ◽  
Social Exclusion ◽  
Human Resource ◽  
Diversity Management ◽  
The United States ◽  
The World

This chapter discusses diversity and diversity management within the United States and globally and presents the historical underpinnings of the systematic efforts to increase heterogeneity at the workplace. Starting with social exclusion, the authors describe the historical approaches to addressing the challenges that come with increasing diversity, including governmental endeavors, human resource management, diversity management, and inclusion. In addition, developments in other parts of the world such as Europe and Asia are compared, elaborating on the cultural differences that contribute to these variations. The chapter offers a brief review of the evolving definitions of discrimination and diversity management as well as the emerging group- and macro-level theories of diversity in the literature. Next, the parameters of a diverse and inclusive work environment are articulated along with how an ideal diverse inclusive workplace might be conceptualized. Finally, the authors provide a preliminary outline of steps to achieving this ultimate goal.

scholarly journals Managing Diversity: Afghan-Americans And The Aftermath Of The Twin Towers Tragedy

2009 ◽  
Vol 4 (4) ◽  
pp. 31-38
Author(s):  
Belal A. Kaifi ◽  
Wajma Aslami
Keyword(s):  
United States ◽  
Religious Diversity ◽  
Research Question ◽  
Diversity Management ◽  
The United States ◽  
Modern World ◽  
Afghan Women ◽  
Managing Diversity

Ethnic and religious diversity is part of each society in the modern world and being an Afghan is another dimension of these differences in the United States. The research question for this study was to see if Afghan-Americans are experiencing more discriminatory practices as a result of the 9/11 events. The results of 502 Afghan-Americans demonstrated that they do report more discrimination in the post-9/11 era. Specifically, Afghan men have experienced more discrimination in the workplace and Afghan women have experienced more discrimination in public. Implications and recommendations are offered for effective diversity management.

On the Discourse of Affirmative Action and Reservation in the United States and India

2015 ◽  
Vol 18 (1) ◽  
pp. 69-87 ◽  
Author(s):  
Ray Haynes ◽  
Meera Alagaraja
Keyword(s):  
United States ◽  
Affirmative Action ◽  
Human Resource Development ◽  
Complex Interventions ◽  
Diversity Management ◽  
The United States ◽  
Human Condition ◽  
Diverse Workforce ◽  
Development Interventions ◽  
Definition Of

The Problem Discriminatory practices appear to be part of the human condition and these practices negatively impact historically oppressed and marginalized groups. The United States developed the system of Affirmative Action (AA), and India developed the system of Reservation to end discriminatory practices and increase diversity; particularly in the areas of employment and education. The sustainability of both systems is an open question because the dominant discourses about AA and Reservation generally are negative. AA and Reservation are viewed as public goods by some as well as public nuisances; and are criticized as thwarting meritocracy and creating innocent victims. Organizations as microcosms of society experience this controversy which impacts the utility of AA and Reservation, and the implementation of diversity management (DM) programs. In some instances, misunderstanding and opposition to AA, Reservation, and DM programs can be attributed to the human maladies of racism, sexism, and casteism. These conditions require dynamic and complex interventions that go beyond simplistic training and development interventions. The Solution Human resource development (HRD) practitioners should adopt an expansive definition of HRD which include the design and implementation of developmental interventions for an increasingly diverse workforce. Given the growing adoption of HRD practice internationally, we provide two units of discourse about AA and Reservation to demonstrate the importance of dialogue and inclusion when developing DM interventions. Importantly, we illustrate how conversations representing majority and minority perspectives can foster Dialogic HRD (DHRD) practice. The Stakeholders The stakeholders are organizational leaders, policymakers, DM program managers, and HRD practitioners.

Correlative microscopy in distrubuted (client/server) computing environments: tools for catalyzing the rapid dissemination of information about the cell biology of the human prostate

1995 ◽  
Vol 53 ◽  
pp. 682-683
Author(s):  
A. Hakam ◽  
J.T. Gau ◽  
M.L. Grove ◽  
B.A. Evans ◽  
M. Shuman ◽  
...  
Keyword(s):  
United States ◽  
Cell Biology ◽  
Tissue Bank ◽  
The United States ◽  
Prostate Adenocarcinoma ◽  
Correlative Microscopy ◽  
Client Server ◽  
Critical Elements ◽  
Transplant Organ

Prostate adenocarcinoma is the most common malignant tumor of men in the United States and is the third leading cause of death in men. Despite attempts at early detection, there will be 244,000 new cases and 44,000 deaths from the disease in the United States in 1995. Therapeutic progress against this disease is hindered by an incomplete understanding of prostate epithelial cell biology, the availability of human tissues for in vitro experimentation, slow dissemination of information between prostate cancer research teams and the increasing pressure to “ stretch” research dollars at the same time staff reductions are occurring.To meet these challenges, we have used the correlative microscopy (CM) and client/server (C/S) computing to increase productivity while decreasing costs. Critical elements of our program are as follows:1) Establishing the Western Pennsylvania Genitourinary (GU) Tissue Bank which includes >100 prostates from patients with prostate adenocarcinoma as well as >20 normal prostates from transplant organ donors.

Digital image acquisition, processing, and analysis in a polymer microscopy laboratory

1994 ◽  
Vol 52 ◽  
pp. 454-455
Author(s):  
Vinod K. Berry ◽  
Xiao Zhang
Keyword(s):  
United States ◽  
Image Analysis ◽  
Digital Image ◽  
Image Acquisition ◽  
Image Transmission ◽  
The United States ◽  
Quantitative Image Analysis ◽  
Quantitative Image

In recent years it became apparent that we needed to improve productivity and efficiency in the Microscopy Laboratories in GE Plastics. It was realized that digital image acquisition, archiving, processing, analysis, and transmission over a network would be the best way to achieve this goal. Also, the capabilities of quantitative image analysis, image transmission etc. available with this approach would help us to increase our efficiency. Although the advantages of digital image acquisition, processing, archiving, etc. have been described and are being practiced in many SEM, laboratories, they have not been generally applied in microscopy laboratories (TEM, Optical, SEM and others) and impact on increased productivity has not been yet exploited as well.In order to attain our objective we have acquired a SEMICAPS imaging workstation for each of the GE Plastic sites in the United States. We have integrated the workstation with the microscopes and their peripherals as shown in Figure 1.

Silence of the Land: On the Historical Irrelevance of Territory to Congressional Districting and Political Representation in the United States

2001 ◽  
Vol 15 (01) ◽  
pp. 53-87 ◽  
Author(s):  
Andrew Rehfeld
Keyword(s):  
United States ◽  
House Of Representatives ◽  
Political Representation ◽  
The United States ◽  
Representative Government ◽  
Congressional District ◽  
Congressional Districts ◽  
Communities Of Interest

Every ten years, the United States “constructs” itself politically. On a decennial basis, U.S. Congressional districts are quite literally drawn, physically constructing political representation in the House of Representatives on the basis of where one lives. Why does the United States do it this way? What justifies domicile as the sole criteria of constituency construction? These are the questions raised in this article. Contrary to many contemporary understandings of representation at the founding, I argue that there were no principled reasons for using domicile as the method of organizing for political representation. Even in 1787, the Congressional district was expected to be far too large to map onto existing communities of interest. Instead, territory should be understood as forming a habit of mind for the founders, even while it was necessary to achieve other democratic aims of representative government.

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