Do you recognize and challenge the perceptions, assumptions and biases that affect your thinking? =2
Do you think about the impact of what you say or how you act before you speak or act? = 3
Do you do everything you can prevent the reinforcement of prejudices, including avoiding the use of negative stereotypes when you speak? =1
Do you encourage people who are not from the dominant culture to express their concerns and do you respect those issues? = 1
Do you speak up when someone is making racial, sexual or other derogatory remarks or is humiliating another person?=2
Do you apologize when you realize you may have offended someone with inappropriate behavior or comments? =3
Do you try to know people as individuals, not as representatives of specific groups, and welcome different types of people in your peer group? =5
Do you do everything that you can understand your own background and try to educate yourself about other backgrounds, including different communication styles? =3
I am not fully diverse, but at least I can practice some degree of diversity even though I need to improve. The questions presented interrogative and required someone to be cautious when dealing with other people. Other two classmates also have the same feelings whereby they can respond to mild degrees for the questions. Thinking before speaking, respecting cultures and understanding own background is important, and they are responded to in relevant degrees. Respect for other cultures is important and according to me with other classmates, this is mandatory. The only problem I have is the identification of individuals as compared to the groups that they belong. It is then difficult to have an individual described without defining where they come from and relating them with their group and origin.
Chapter 10
According to the NOD/Harris survey, people with disabilities are at a critical disadvantage when compared with people without disabilities. Why is this so, when legislation such as the ADA was passed in 1990 in an attempt to improve the lives of people with disabilities?
Americans with Disability Act has passed laws that protect people with disabilities yet they are still at a disadvantage as compared with people without disabilities. Disabled people are at risk because they are perceived to be incapable of coping with the society, and there is still a stigma that they are not as important as the rest (Kathryn, 265). The people with disabilities are still excluded in the society because most legislations are not fully practiced. They are seen to be less productive and laws existing cannot openly point at people who harass the disabled people.
What are the various provisions of the three most significant pieces of legislation for people with disabilities: the ADA, ADAA and the IDEA?
ADAA provides equal employment opportunities for people who are disabled, and there are authorities that can revise its regulations in order to make the employment provision consistent. ADA prohibits discrimination that is based on disability and in order to be protected by ADA one must be disabled or have a relationship with someone who is disabled. IDEA states that all local governments and states should follow a specific standard of architectural design and alteration of existing buildings in order to fit the needs of people with disabilities (Kathryn, 268). The buildings should be at a position to accommodate the needs of people with disabilities and other people simultaneously without having the disabled people strain.
What can society in general and people with disabilities, in particular, do to change the cultural assumptions that cast people with disabilities as unreliable, expensive and likely to sue their employer?
There should be equality thoughts about people with disabilities and overlapping laws that ban discrimination at all costs. Equality should be applied in the workplace, businesses, and even private settings to enable the disabled people also to perceive others as friendly to them. People with disabilities should be given equal opportunities just like the rest of the society to give them a chance to explore available opportunities and show that they are also reliable (Kathryn, 270). With available opportunities, the people with disabilities can also prove to the world that they are important in the society.
Why haven’t other companies followed the lead of organizations, like IBM that have effectively embraced disabilities as a significant component of diversity- viewing the recruitment and retention of people with disabilities as a competitive advantage?
Other companies have resources that only target the people with disabilities and exaggerated expectations that the disabled cannot make. These organizations overlook at valuables and potential loss of productivity in case the people with disability are employed.
Chapter Eleven; Analyzing Self
#1 The First Quarter has largest affiliations whereby there is the prevention of prejudices and allowing people to express their cultures and concerns. Allowing people to express their importance is mostly important when it comes to differences and how diversity should be experienced. Every culture should be considered important and of value with respect offered to everyone who tries to expose the importance of their culture. Prejudices must then be prevented so that no culture or individual is discriminated against or felt to have some overall features that are negatively presenting their group.
The second quarter assists in preventing racial discrimination and speaking up when someone talks bad about a particular race. Further, the affiliation having importance in self-concept is apologizing when someone is wronged or when I wrong the person. Racial discrimination should be erased in minds of many people and races should be seen to be all equal and important (Kathryn, 275). Talking up when another person talks bad about the race or origin of people is kind of protecting the victim, and people must at all times stand up to protect the minorities. The self-concept of apologizing on behalf of other people is also important because the person who is hurt receives condolences and respect even if not in the form of the exact wrongdoer.
The third quarter has affiliations that enable understanding of my background and understanding other backgrounds. It is also affiliate with understanding people as individuals and not their groups of belonging. Backgrounds differ and are unique in nature and thus must be understood differently and individually with respect of what is presented. An individual can well be understood by individualization so that the person is wholly and personally understood instead of connecting and individual with groups.
The fourth quarter affiliates with reality in diversity and how the reactions we have can affect other people. Derogatory remarks also are avoided in this quarter with more interest based on preventing racial discrimination. Diversity in how we interact with other people may affect our reaction towards them, and it should be that people have self-neutrality in order to avoid confusions. Derogatory remarks also create discrimination and disrespect that must be avoided at all costs.
Works Cited
Kathryn A. Canas/Harris Sondak. Opportunities and Challenges of Workplace Diversity, Third Edition. Pearson (ISBN-978-0-13-295351-1)
