Behavior analysts often work with families from diverse cultural backgrounds. Ideally, behavior analysts and families interact in ways that are responsive to the family's culture and valued outcomes. The data indicate that most behavior analysts, however, come from one dominant cultural group. This is a proposal for training program and evaluation method to support culturally responsive professional-family interactions. This proposed study is designed to be conducted via Zoom-- a cloud-based video conferencing service. A pre-post treatment design is proposed to assess the effects of the training. Hypothetical data were generated to consider the range of effects such a program might have on trainee responses to written/live scenarios. Responses in the observation protocol included written descriptions, empathetic statements, perspective taking statements, and non-verbal behaviors. Overall, the program was designed using evidence-based procedures and is likely to support behavior analysts in training and in practice to improve their interactions with families and become more culturally responsive to groups of people that are from the non-dominant culture.

The rise in multiprocessors has led to the incorporation of parallel processing in virtually all segments of industry. Creation of and maintenance for the software to run these systems, as well as for the applications using these systems, requires extensive knowledge of the concepts and skills of parallel and distributed computing (PDC). This will naturally lead to an increase in the demand for software developers familiar with PDC and an increase in the demand for universities to incorporate PDC concepts into their curricula. Because there is a perceived difficulty in teaching PDC concepts, particularly early in the Computer Science (CS) curriculum there is a need to produce educational materials to assist with this expansion. At the same time CS education is wrestling with the surge in the need for graduates with PDC skills, it is also attempting to overcome a gender imbalance in CS. The necessity to create the materials required for increasing PDC education provides an opportunity to make strides in increasing diversity in CS as well. Therefore, Parallel Islands was created as a tool to aid in introducing PDC concepts in introductory CS courses in a manner that appeals to a wide diversity of students. / Master of Science / The rise in multiprocessors has led to the incorporation of parallel processing in virtually all segments of industry. Creation of and maintenance for the software to run these systems, as well as for the applications using these systems, requires extensive knowledge of the concepts and skills of parallel and distributed computing (PDC). This will naturally lead to an increase in the demand for software developers familiar with PDC and an increase in the demand for universities to incorporate PDC concepts into their curricula. Because there is a perceived difficulty in teaching PDC concepts, particularly early in the Computer Science (CS) curriculum there is a need to produce educational materials to assist with this expansion. At the same time CS education is wrestling with the surge in the need for graduates with PDC skills, it is also attempting to overcome a gender imbalance in CS. The necessity to create the materials required for increasing PDC education provides an opportunity to make strides in increasing diversity in CS as well. Therefore, Parallel Islands was created as a tool to aid in introducing PDC concepts in introductory CS courses in a manner that appeals to a wide diversity of students.

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This descriptive cross-sectional study investigated factors that influenced undergraduate students’ career paths within health care and the dietetics field. A 34-item Qualtrics survey was emailed to undergraduate students. Most of the participants (N=355) were females (72.2%), 72.9% were white students and 21.6% were black or African Americans. Results indicated the main reason students chose their major was personal interest. Other reasons included lifestyle, family, potential financial success, and friends. More than 50% of students indicated they personally knew someone who has the job they desire after college. Diversity within majors and health-related professions could be influenced by gender and ethnicity. White students had better knowledge of health-related careers prior to college compared black or African American students. And females had a better knowledge of health-related careers prior to college than male or trans female students. Participants had a lack of knowledge about registered dietitians compared to other health care professions. This study provided insight to why students choose their college major. More research is needed concerning diversity and health care professions.

This study is a bachelor thesis for the Human Recourse program at Umeå University. It is an interview study with section leaders at the Swedish Government Offices about their view on diversity and an inclusive approach. The objective is to identify their interpretation and perception of diversity and an inclusive approach, further, how it influences their work and their sections. The objective is reached by interviewing six section leaders and discussing how they perceive their work with diversity at The Government Offices, their section, additionally, how they pensive the meaning of the words diversity and inclusion. The results have been divided in to three parts; Relationship and definition, Work and Future. The most important part is the data that came from the six interviews. Interesting points in the discussion is also the Swedish laws about government employment and discrimination, the Government Offices  ‘Plan for equal rights and opportunities’ and The Department of Integration model for working with diversity. The tendencies are that they have problems in regards to defining diversity and inclusive approach but yet there are similarities in the descriptions both with each other and the official definition. What the section leaders experience as problems are mostly the timeframe, recruitment and how much working with these questions is valued. The report ends with a discussion and analysis where the results and arguments are debated.

Diversity and Teamwork are currently some of the trendiest human resources strategies of boosting team performance and ultimately, organizational performance. This study analyzes the impact of gender, racial, age and employment status diversity on teamwork, and is one of the first studies on diversity and teamwork in the mature phase of Japanese transplants. The theoretical framework includes elements of the symbolic interactionist theory, Kanter.s theory on tokenism, revised contact hypothesis and perspectives on cultural diversity (Ely and Thomas, 2001). The data were collected from interviews with 87 workers from 16 production teams working on the assembly line at a top Japanese auto transplant in US, as well as from observation, analysis of corporate literature and the annual opinion survey. Furthermore, intermediary variables like team climate or team spirit have been found to mediate the relationships between diversity and team performance. Gender mixed teams reported a more enjoyable and pleasant experience in teams, whereas the male teams exposed more rivalry and competition and the female teams had more interpersonal conflicts. Similarly, the racially diverse teams have more fun and more interesting things to discuss at work, which alleviates the boredom caused by the routine of the assembly-line. Age-balanced teams also have optimal functioning in terms of productivity, quality, safety and problem-solving. Differences in employment status were found to bring inequality and different standards of performance for permanent and temporary workers, which can threaten the fundamental principles of teamwork.

The diploma thesis deals with a characteristic of a journalist, who belongs to an ethnic/national minority, in the newsrooms of nationwide media in the Czech Republic. Its aim is to explain, how the minority journalist understand their professional role and what effect their ethnic identity has on their professional self-concept in the newsroom. The work also aims to determine the extent to which the principles of diversity management are applied in the newsrooms and how the management supervisors monitor and evaluate them. The theoretical part of the thesis focuses on professionalisation of the profession of journalists, their role and the construction of identity and ethnic identity of minority journalists in the newsroom. The work also represents the elements of diversity management and its application in the newsrooms. In the empirical part of the research by means of analysis of the interviews not only structure and interaction of professional and ethnic identity of the journalists in the Czech media and their tenure at the newspapers, but also a supervisors' point of view and the application of the principles of the diversity management in the area of Czech nationwide media are evaluated. The work covers the printed and audio-visual media. Powered by TCPDF (www.tcpdf.org)

Increased global migration has spurred a vibrant current of research into the economic effects of cultural diversity. Birthplace diversity has become an important indicator used to measure cultural diversity caused by bilateral migration. We detect a lack of studies that explore the short-term effects of birthplace diversity on economic growth. Using a panel dataset including data from 110 countries between years 1990 and 2014, we explore the short-term effects of birthplace diversity on GDP per capita growth. We anticipated that birthplace diversity would carry short-term costs that would negatively affect economic performance, and that the positive effects of birthplace diversity found in previous studies would materialize only in the long-run. Our results provide only weak support for our hypothesis. In the long run our results do indicate a small positive effect of increased birthplace diversity among immigrants on GDP per capita growth, and an increase of the relative size of the immigrant stock correlates with lower GDP per capita growth in the short run, in a more pronounced and negative way.

Considerable research has been conducted examining the benefits of diversity on campus and diversity programming for undergraduate students. However, minimal research has been focused on connecting reading fiction as a potential resource for diversity programming. Diversity courses, racial awareness workshops, and service learning opportunities are all supported by research for their transformational influence on students’ attitudes and perceptions towards minority and underrepresented groups on campus. Emerging studies have established that reading narrative fiction can enhance readers’ empathic and multicultural attitudes, shift perspectives and outlooks, and enhance moral reasoning. Benefits such as these could be harnessed to cultivate a campus culture that is inclusive and celebrates diversity. The purpose of this quantitative research study was to explore the relationship between self-reported reading habits of undergraduate students and multicultural awareness and acceptance scores, measured by the Survey of Self-Reported Reading Habits and Diversity Orientation of Undergraduate Students. A 33-item paper survey was distributed to 389 students enrolled in courses in the College of Business, College of Education, and College of Nursing at a public university in East Tennessee. Three hundred eighty-three usable surveys were collected from a sample size of 389, a 98% response rate. Results from the 2-way ANOVA analysis on the 9 research questions indicated that respondents who read at an avid or moderate level typically had higher scores revealing more openness and appreciation for diversity. Also, the majority of respondents reported reading at least at a moderate frequency level and fiction is one of the most preferred reading genres. The findings provide further support that reading literary fiction is a credible resource for fostering empathy and increasing tolerance on this campus.

The purpose of this thesis is to explore what corporations in Brazil, whether with Brazilian headquarters or not, are doing in regards to communicating their diversity practices and initiatives to the public. Understanding these companies' positions on diversity can paint a better picture of how much Brazil has advanced on diversity in the workplace matters, since the topic started coming about in discussions in the 1990s (Fleury, 2000). A sample of 15 companies was selected from Exame magazine "Melhores e Maiores Ranking 2014" (2015), and a content analysis of each company's website was performed during the summer of 2016, based on three diversity assessment models that were suggested by Mazzei and Ravazzani (2008): assimilating minorities, managing diversity, and leveraging differences. One of the corporations that was part of the sample, JBS, could not have its content analyzed because, even though there was a website listed, there was no content displayed about the company. A rubric was developed to code the data and assign a certain score to each corporation. Those companies were then placed under each of the three diversity assessment models based on how many points each of them scored on the rubric. The study found out that all companies headquartered in Brazil with an international presence fell under the third diversity assessment model, leveraging differences, which is the most proactive and diversity-oriented of the three. In addition, some international corporations that are present in Brazil mostly fell under the diversity management approach, but did not show the amount of diversity information initially expected before the study was conducted. Brazilian corporations with a domestic presence were scattered around the three models, with one company under assimilating minorities, three under diversity management, and one under leveraging differences. Despite the researcher's initial expectations, the results show that Brazilian companies with an international presence seem to be in tune with international diversity standards, and international companies with a presence in Brazil seem to be lacking some diversity related information, at least on their Brazilian websites. There are also suggestions for further research on the topic, this time based on diversity strategy guidelines suggested by Conklin (2006) and by the Instituto Ethos (2000).