What is the multicultural competency? How applicable are your services for minority population? This seminar designed to provide further knowledge about what works best with different cultures and to help individuals to understand the nature of a culture and brake through barriers to communicate and interact on a deeper, more meaningful level with the clients.

1. Slide 1)
What do we mean by diversity?
Diversity indicates individual differences of gender, age, sexual orientation, race, ethnicity, cultural
background, and disability status
According to Ivonoich and Gibert (2000), managing diversity is the organization's commitment to
"recruit, retain, reward, and promote a heterogenous mix of productive, motivated, and
committed workers”
Slide 2)
Major demographical shifts in the United States:
1) Aging of General Population
2) Rapid Cultural Diversification
3) Increased Life expectancies of People With Disabilities
Slide 3)
Aging of General Population
• In year 2030, one-fifth of Americans are projected to be age 65 or older.
• The elderly care system will require more caregivers, therapists, professionals, and
adminstrators.
• Demographers and economist predict that state and federal budgets will be strained as health
care, retirement, and disability benefit costs soar to accomidate the needs of this cohort of
elderly adults.
• Managers will thereby nooed to rely on a diverce workforce as never before, or else they will
not be able to compete for an increasing scarce labor pool.
Slide 4)
Rapid Cultural Diversification in the U.S.
The demographic shift throughout our nation is revealed in the following figures:
• 50 percent of Californians are people of color.
• 30 percent of New York City residents are internationally born.
• 70 percent of the Disctrict of Columbia is black.
• 66 percent of Miami is Hispanic.
• 67 percent of Detroit is black.
• White Americans will decline to 50 percent of the population by 2050.
Slide 6) Increased Life Expectancies of People with Disabilities
• People with disabilites represent the single largest minority group in the United States.
• 20 percent of the civilian population identifies with this group.
• Sercive system for people with disabilities have not sufficiently increased funding and support

2. to meet the growing demand for care across for the life span.
Slide 7)
The Effects of Diversity Perspectives on Work Group Process and Outcome
• Cox, Lobel, and McLeod (1991) predicted that racial diversity, as a source of cultural
differences, would enhance creative problem solving and lead to positive outcomes for work
groups.
• the impact of cultural diversity on group functioning is influenced by what we call the group's
"diversity perspective": group members' normative beliefs and expectations about cultural
diversity and its role in their work group.
• A diversity perspective can be both explicit, as in verbal or written state- ments or policies, and
implicit, as in the unstated assump- tions that underlie the way a person manages his or her sub-
ordinates or the way a group structures its work.
Slide 8)
The three work group perspectives on diversity:
• Integration and Learning
• Access and legitimacy
• Discrimination and fairness
Slide 9)
The effective organization progress through three stages,
• Issue identification
• Implementation
• Maintenance
Slide 10)
What is required for competent and effective management of diversity?
Slide 11) Ethical Incentives For Managing Diversity,
• According to (NAWS) Code of Ethics (2000), “Social justice” and “the dignity and worth of the
person” are the two essential core calue of social work profession's six core values.
• Avoiding tokenism
Slide 12) Financial Incentives For Managing Diversity
Slide 13) Board Interactions and Diversity
• Boards can establish policies that promote flextime, job sharing, and paid caregiving leave that
support women's (and, increasingly, men's) dual roles as employees and caregivers.

3. Slide 5)