Managing diversity: the differing perceptions of managers, line workers, and
patients.
By Aries, Nancy R.
Health Care Management Review July-Sept 2004 v29 i3
p172(9)
Abstract:"Abstract: This study assesses how hospital managers, line workers, and
patients understand the impact of patient and workforce diversity on the
delivery of hospital care. Data come from managerial interviews and staff and
patient focus groups at five voluntary hospitals in New York City. Three
findings emerge from the research. Cultural competence is critical to the
provision of quality care, but the perceived significance of cultural competence
depends on one's role in the organization. Language remains a problem for
patients and staff, although all of the hospitals have extensive translation
services. Compared with management, staff and patients identify diversity to be
more of a problem. Differing perceptions about the meaning of diversity must
ultimately be reconciled to effectively provide care."
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Quota? What's That?
Seligman, Dan.
Forbes,
9/6/2004, Vol. 174 Issue 4, p92, 1p, 1c;
Abstract: The article discusses
public-sector personnel directors who have a near-impossible task: satisfying
the diversity police and a public that demands
"excellence." If you're in the people-selection business--in, say, a personnel
or college admissions department--your job assignment can trigger a certain
amount of cognitive dissonance, that being the mental disarray that comes from
simultaneously holding two contradictory positions. You are expected to select
on merit but also to produce some neat racial balance in the hiring (or
admission) pool. Your employer, that is, wants to have it both ways. How do
you cope? A coping mechanism that looked, until recently, like a winner was
the famous 10% law in Texas. Passed by the legislature in 1997, with the
enthusiastic support of Governor George W. Bush, the law provides that all
Texas students graduating in the top 10% of their high school classes
automatically qualify to enter the University of Texas (or any other state
college). As elaborated by UC, Berkeley regent John Moores in an essay in
Forbes (Mar. 29), diversity can be attained-and less-qualified students
admitted-by introducing "fuzzy factors" into the admission equation.
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What growing diversity will mean for America.
By: Sweeney, Katie.
Public Relations Tactics, Aug2004, Vol. 11 Issue 8, p16,
2p.
Abstract:
Explores the effect of the growing diversity in the United States on
public relations professionals. Comparison of America to a salad bowl
instead of a melting pot; Entry of immigrants retaining their native
language and other cultural customs; Aging of the baby boomers; Danger
of the ethnic groups becoming more separate from one another;
Opportunity for a more united America.
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Avoiding ambiguity in diversity policies; The 'Buonanno'
case illustrates the risks of poorly worded handbooks.
By Douglas B. Mishkin Special to The National Law Journal;
National Law Journal. September 20, 2004, IN FOCUS; Vol. 26; No.
52; Pg. S1, 2608 words
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Reconciling Title VIIOs Religious Protection With a
Company's Diversity Policy.
Rothgerber Johnson & Lyons LLP, Rothgerber Johnson & Lyons LLP,
United States.
Mondaq Business Briefing November 1, 2004, LEGISLATION & REGULATION, 1620
words.
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What happens when an employee's religious beliefs
clash with their company's diversity policies
RENEE MONTAGNE, BARBARA
BRADLEY HAGERTY
Montagne, Renee and Barbara Bradley Hagerty.
National Public Radio (NPR), Morning Edition. (11:00 AM AM ET) - NPR, June
30, 2004 Wednesday, 1289 words.
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Understanding the Pregnancy Discrimination Act,
By Maria Greco Danaher
The Legal Intelligencer, November 4, 2004,
Thursday, BUSINESS LAW; Vol. 231; No. 89; Pg. 5, 1763 words.
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Diversity as Policy, Not as Window Dressing
Holstein, William J.
New York Times.
9/12/2004, Vol. 153 Issue 52970
Abstract:Presents
excerpts from a conversation with Marc H. Morial, president and chief
executive of the National Urban League. Findings of a national survey of
workers on diversity; Kinds of management initiatives that fail; Reason why 63
percent of workers say marketing is the most important area for diversity.
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