Accommodating diversity

This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion, and separation.” Of course, diversity also encompasses a wide variety of other differences, including work experience, parental status, educational background, geographic location, and much more.

And managing diversity means more than simply observing legal and policy requirements.

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If you were able to answer yes to more than half the questions, you are on the right track to managing diversity well.

To address diversity issues, consider these questions: what policies, practices, and ways of thinking and within our organizational culture have differential impact on different groups?

What organizational changes should be made to meet the needs of a diverse workforce as well as to maximize the potential of all workers, so that San Francisco can be well positioned for the demands of the 21st century?

Part social policy analysis and part intellectual autobiography, Accommodating Diversity mines the world's most troubling incidences of racial and ethnic conflict in order to find national policies that defuse the strains of cohabitation and encourage true reconciliation.

Debunking the notion that conflict is inevitable when dominant and minority communities cohabit, Irwin Deutscher looks at five successful policies, from Swedish legislation dealing with immigrant education to the Chieftaincy act in Ghana, as he examines the possibilities for successful and harmonious intergroup relations.

Deutscher concludes that the pursuit of a benign pluralist policy leads ultimately to assimilation, providing a political solution which satisfies the champions of both diversity and unity.

With its problem solving focus, study questions, and introductory essays to each section that place the material within sociological theory, this book is an ideal supplement for courses in race, ethnicity, and social problems.

The Chancellor's Committee on Diversity defines Diversity as:"The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage,age, gender, sexual orientation, gender identity and other characteristics." So why is it when many people think of diversity, they think first of ethnicity and race, and then gender? Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups.

It's important to understand how these dimensions affect performance, motivation, success, and interactions with others.

Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed.

A good starting-point for thinking about diversity is to become familiar with UC’s systemwide Non-Discrimination Statement: “It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran.

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