PubMed · 14997723
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Jim Summers, Michael Nowicki. 2004. Diversity: how does it help?. https://pubmed.ncbi.nlm.nih.gov/14997723/
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To investigate the inclusion of people with disabilities in the diversity policies of the most successful businesses in the United States, we examined the publicly available workforce and supplier diversity policies of the top 100 companies on Fortune Magazine's 2003 list of the 500 most profitable companies in the nation. The majority of these companies have extensive information about their diversity policies and practices available on their corporate website. The information was used to categorize the policies into those that include people with disabilities, do not define diversity, and enumerate what is meant by diversity (e.g. in terms of race or gender) but do not expressly mention disability. In addition, we looked beyond the diversity policies to information available on corporate websites relating to a variety of diversity initiatives. Findings suggest that the majority of the companies that top the Fortune 500 list have developed and implemented diversity policies. Of these, 42% have diversity policies that include people with disabilities in the definition of a diverse workforce. Furthermore, 47% of companies with workplace diversity policies discuss diversity in a way that neither expressly includes nor excludes people with disabilities. Far fewer (15%) supplier diversity policies include disability in the definition of diversity, but a significant number of companies use criteria that allow a business owner with a disability to benefit from the company's supplier diversity program.
Gender issues in multicultural competencies do not generally include the study of men and masculinity. This article outlines a rationale for the inclusion of men and masculinity by drawing parallels with Whiteness and privilege as integral aspects of multicultural competency. Additionally, by including the study of men and masculinity into multicultural competency, issues such as heterosexism, patriarchy, homophobia, and sexism that are aspects of dominant masculinity can be addressed. Simultaneously, training clinicians to work with men may mean more effective and improved services than currently available. The article concludes with several multicultural competencies for clinicians when working with men that use Sue, Arredondo, and McDavis (1992) framework of multicultural competencies.
Understanding the diversity in EMS systems around the world isa daunting challenge. It is difficult to describe or categorize these complex systems, but examination of whether a country has an informal or formal system is a starting point. Further understanding of access within the system allows additional insight into the care available. Personnel, training,equipment, communication systems, and service provider levels offer clear information regarding the sophistication of the system. The focus of an EMS system can help gauge its development and role in the community. Clear descriptions of each of these dimensions allows for better communication and understanding of a country's prehospital care system. This dimensional analysis enhances communication regarding the existing system and provides an opportunity to understand where improvements and interventions might be effective.