Abstract
In this article the writer discusses gender perspectives as they relate to leadership issues, focusing specifically on nursing. The writer points out that as more men enter the nursing profession, diversity is becoming the order of the day in healthcare at all levels. Another aspect of diversity is race and ethnicity since many nurses are black or nurses of color. The writer argues that the traditional strict lines of command are beginning to be replaced by an integrated workforce and decentralized decision making. The writer maintains that in certain cases, the nursing leader will find it essential to change her leadership style.

Outline:
Introduction
Practice Situation
Significance
Analysis
KEEP/CHANGE
Strategies for Change
Conclusion: My Learning

From the Paper
"The practice situation is a labour and delivery unit. This unit demonstrated that male nurses are concerned with technical issues and are great with problem solving, whereas female nurses tend to focus on relationships. This balance would seem to be ideal so that males and females would complement one another. However, what evolved on the unit was far from ideal. There had been a number of complaints relating to relationships between mothers and nurses. The vast majority of the nurses involved were male. Complaints mainly concerned lack of attentive listening. However, quality of care was high. Communication between the unit manager and staff was often confusing and ambiguous. Staff members were not working well as a team. The morale of the nursing staff on the ward was very low. A large number of nurses were women of color whose needs and concerns were not heard."

Tags:style, decision, organizational, communication

Abstract
The paper looks at the strategic plan for the Florida School for the Deaf and Blind and identifies a diversity issue and makes recommendations for alleviating it.

From the Paper
"The globalization of the economy has created an emerging trend toward diversity that is much more substantial than any in the past. As globalization shrinks the globe, diversity of race, ethnicity, gender, age, political and religious backgrounds and a variety of other factors has insinuated itself into society. While each of these factors is an issue in itself, when multiple areas of diversity that cut across all of them arise in a school district, the resulting conflicts can become detrimental to student safety and education..."

Tags:diversity, education, school, student, benchmarking, emotional intelligence, enhanced diversity hiring, Florida School for the Deaf and Blind, multicultural education, collaborative management style, benchmarking, strategic plan, cultural diversity

Abstract
This paper describes effective ways to implement diversity training, which includes avoidance of techniques that have failed in the past. The paper further highlights how diversity training has changed in recent years. It further touches on other methods such as the leader's style of applying learning.

From the Paper
"Effective ways to implement diversity training include avoidance of techniques that have failed in the past. For example, diversity training once used to follow a fairly confrontational, "in your face" style of teaching: it is now accepted that non-confrontational techniques are the best way to approach training (Velasquez, 2004). People work to avoid confrontation - why implement it in a program which is designed to overcome confrontation? Other effective techniques include the leader's style of applying learning - it is better for the facilitator to lead the group, promote constructive action and talking, and then follow the..."

Tags:diversity, training, employee

Abstract
The paper discusses how diversity has been celebrated as a democratic value since the beginning of the American republic and since the time of Confederation in Canada, though in truth, the ruling class has usually set a limit on how diverse it is willing to allow the citizenry to be. The paper explains that over time, the population has become more diverse, fueled first by immigration, and bolstered second by the growing desire to be as diverse as the people had always claimed to be.

From the Paper
"Diversity has been celebrated as an democratic value since the beginning of the American republic and since the time of Confederation in Canada, though in truth, the ruling class has usually set a limit on how diverse it is willing to allow the citizenry to be. Over time, the population has become more diverse, fueled first by immigration, and bolstered second by the growing desire to be as diverse as the people had always claimed to be. Diversity is more and more discussed as something to be reckoned with in the social and business worlds. It is not something merely to be accommodated and tolerated but something to be sought for the values it..."

Tags:diversity, society, business

Abstract
The paper discusses the periods of development in children between birth and six which is referred to as the "sensitive period." The underlying description in the paper is based on the theories of
Dr. Maria Montessori and explains that a child of that age group has an uncontrollable urge to learn and investigate new horizons. The paper fully explains the sensitive periods and discusses these at length with examples.

From the Paper
"Up to age six, children are in a unique period of learning and development where certain information is absorbed by their personalities without any conscious effort. Young children learn to walk, talk and do hundreds of things without formal instruction or being aware of learning. Dr. Maria Montessori (1870-1952), an Italian physician, described these stages as sensitive periods of development. A sensitive period is essentially an "irresistible impulse" (Standing, pg.119) the child cannot control, urging him/her to focus on one or more certain aspects of their environment at a time. This is completely unconscious and driven from within the child without their knowledge or instigation."

Tags:Montessori, Sensitive, periods, children, learning

Abstract
This paper evaluates methods organizations can adopt to help promote greater gender diversity. These methods include conducting annual diversity surveys, providing team building seminars and encouraging team building efforts within the organization. Such efforts lay the groundwork for building a culture that promotes diversity and encourages women to excel at all levels of the organization. It also works to provide women the tools they need to succeed within the organization and within a group setting.

Outline:
Intervention Methods and Diversity in the Organization
Direct Methods of Establishing Diversity Competence
Indirect Methods of Establishing Diversity Competence
Conclusions

From the Paper
"Traditional intervention methods may include various techniques and tools used to eliminate the cultural biases that exist within enterprises large and small. Intervention methods basically involved direct and indirect actions that one engages in to alter certain events or behaviors to improve the performance of a group and reduce behaviors considered undesirable (Garmston, 2004). Interventions may be helpful in promoting greater empowerment among groups that are traditionally singled out in the workplace, including women."

Tags:diversity, competence, intervention, methods, women, equality, workplace

Abstract
The paper considers diversity and multicultural issues in an education setting, including how to address these issues.

From the Paper
"Addressing diversity in the classroom takes a variety of forms; responding to learning differences, promoting an appreciation of multicultural differences and creating gender sensitivity among other factors. At the same time, teachers are charged with the responsibility to meet the challenge of No Child Left Behind and to foster an environment where the gifted, the challenged and the creative are each encouraged to thrive. This research considers several initiatives which can be used to address diversity in today's dynamic educational setting. Although funding for arts, education..."

Tags:education, diversity, multicultural

Abstract
This paper is an analysis of the characteristics of diversity, focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational levels. It discusses the workforce in terms of diversity as a legal obligation and also changing workforce demographics due to organizations' needs. The paper aims at highlighting various characteristics of diversity while focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational level.

Table of Contents:
Abstract
Introduction
What is Diversity
Reasons for Emergence of Diversity
Characteristics of Diversity
Different Communication Patterns
Benefits of Diversity
The Challenges
Individual Approaches to Managing Diversity
Organizational Approaches to Managing Diversity
Conclusion
References
Table-1: Salary Differentials
Table-2: Overall Population Growth and Racial Composition

From the Paper
"No two humans are alike. People are different not only in gender, culture, race, social and psychological characteristics but also in their perspectives and prejudices. Society had discriminated on these aspects for centuries. Women and minority groups were denied of their due rights. But not any more. Since 1960s, when federal legislation prohibited employment discrimination, minorities and female applicants have become the fastest-growing segment in the work force. Diversity makes the work-force heterogeneous. The work-force diversity used in the corporate world today is the varied characteristics of employees working in same organization. Despite the magnitude of the ethical, legal, economic, social, and political dimensions that define diversity initiatives in the workplace, the fields of human resource development and continuing professional education have yet to develop an integrated vision for creating more inclusive work environments. There are issues being raised. Dominant groups including top level managers are not fully prepared to accept the reality. There are communication problems as well. But then there are enormous benefits too. Organizations that are still lacking in this field will have to initiate measures to make their workforce diverse in order to compete or even survive in the coming decades."

Tags:discrimination, diversity, issues, management, managing, workforce

Abstract
This paper uses the example of Con Edison as a company that has successfully tapped into the talents of a diverse workforce. The paper discusses ways that companies can take advantage of the different cultural backgrounds of their employees and use these differences to benefit the company.

Defining Diversity
Tapping into Diverse Talents
How to Capitalize on Diversity
The Paradigm Shift from Diversity as Liability to Diversity as Opportunity
Incorporating Diversity into Decision Making
Corporate Strategies to Capitalize on Diversity
Communication Issues

From the Paper
"Con Edison is a major employer in the greater New York City area providing energy and energy-related products and services. In addition to the five boroughs of New York City, it serves Westchester County in New York and small areas of New Jersey and Pennsylvania. It is located in the area of the country that has long been the first destination of many people immigrating to the United States. In addition it has well-established ethnic communities comprised of the descendants of people who brought new cultures to New York City and then put down roots there. As a result, the employment pool for Con Edison is one of the most diverse in the nation, including people not only of both genders but also of all ages and ethnic backgrounds. "

Tags:ethnic, communities, employment, pool, diversity, of, background, cultural, assumptions

Abstract
This paper explains that cultural competence refers to one's ability to understand, interact and respond to individuals with different world views or cultures. The author points out that it differs from cultural awareness or sensitivity in that it is a set of congruent behaviors, attitudes and policies, which come together in a system, agency or among professionals and enables them to work effectively in cross-cultural situations The paper stresses that cultural competency includes being sensitive to individuals of different races, ethnicities, ages, religions, sexual orientations, and socioeconomic status, among others. The author underscores that cultural competency is reflected in the professional's attitude and communication style. The paper suggests several steps to develop personal cultural competency.

From the Paper
"Right now, there are many things I can do to promote my own cultural awareness and sensitivity. Of course, I can (and have) take course work in sociology, culture, and communication. However, traditional coursework can only provide factual and historical knowledge, which is why it is important to take courses with an experiential focus where one must interact with others and then reflect upon and self-assess their experiences. Another thing I can do is participate in social activities with a diverse array of individuals."

Tags:diversity set sensitive style, training programs.