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For example, differences in the gender, orientation, physical ability, or ethnicity of organization members are presented along with differences in cognitive styles, behavioral preferences, and value hierarchies, as if there were no significant, qualitative differences between these types of diversity.
Different Types of Diversity Depending on whom you read or talk to, there are different ways to categorize types of diversity. Consider these four loosely defined, different types of diversity: Refers to who we are, in our bodies.
Refers to what we know. Refers to how we act. These types are not independent, and at the same time the relationships between them are not hard-wired. Key Ways That These Types of Diversity are Different There are qualitative differences in the reasons why identity-based differences affect how a person is included in or excluded from full participation in an organization, and why value, cognitive and behavioral differences affect how a person is included in or excluded from an organization.
People in certain social identities have experienced explicit and implicit discrimination, with legal and procedural institutionalization of that discrimination. They have been denied basic human rights, and they have experienced hatred, dismissal, subordination, threats, economic sanctions, and fear.
They still experience significant prejudice from members of other social categories. Thus, being discriminated against is hard if not impossible for the individual to avoid or to manage alone. Identity based differences cannot be changed by individuals themselves.
Identity based differences have virtually no direct link to organizational and business strategy. By virtue of their physical category, no one is better at or worse at organizational processes.
Lesbians are not automatically better at graphic design than straight men. Treating all difference as the same ignores important categorical differences in the history of exclusion, rationalization of exclusion, arguments against exclusion, and benefits of inclusion of people with these different types of difference.
The perceived and actual causes, effects and solutions for discrimination against individuals with social identity-based differences are categorically different from those involved in the limited inclusion of people with cognitive, behavioral or value diversity.
Moreover, there are important differences in the causes, effects and solutions for discrimination across different forms of identity-based discrimination.
For example, practices of discrimination and inclusion of people of color i. Treating all types of differences as the same means that they all have the same causes, and the same solutions.
The programs and learning that end racist practices in an organization are not the same as what would increase the inclusion of people with uncommon work habits, or people who value concreteness over ambiguity.
People have been taught to hate, resent, fear, loathe, and dismiss as less valuable persons from different identity categories.
Equating these different categories of differences trivializes the real costs of the discrimination faced by individuals with social category based differences.
A person of color has faced lifelong exclusion based on racism in a world where whites are in power.
A woman has faced lifelong sexism, a person who uses a wheelchair has faced a long history of dis-ableism. As members of these social groups, they have experienced not only categorical discrimination in organizations, but also real personal pain and significant personal costs.
But make no mistake: These are not comparable experiences, and they are not comparable bases for exclusion or inclusion. Is it ever helpful to treat all forms of difference as though they were equivalent?
The first reason is related to Intersectionality — the idea that we are never just one identity categorybut instead are members of many categories at the same time.
Intersectionality helps us understand that women of color face challenges related to racism, to sexism, and to t he ways that sexism and racism play into each other.
Similarly, white lesbians will face challenges sexism and heterosexism that white, cisgendered women will not experience, while women in both identity groups with experience some race-based privilege. Treating all types of differences as the same will not get all types of people to equal levels of inclusion in an organization.
Differences based in social identity, and discrimination based on sex, race, ability, and orientation, should be understood as distinct from differences based on cognition, behavior and values. Identity-based discrimination is fundamentally illegitimate, business irrelevant, immoral, and unethical.
Efforts to increase the inclusion of people with cognitive, behavioral and value diversity will not eliminate identity-based discrimination.LinkedIn Learning combines % of metin2sell.com’s courses with LinkedIn insights to give you personalized learning.
To ensure your CV makes the cut, we’ll go through the entire process, step-by-step, so that you don’t miss out on any of the more crucial elements.
The key to a writing a successful CV is to provide a polished, professional description of your work experience, education and metin2sell.com will give you an edge over the dozens of other qualified applicants and help you get a foot in the door.
Writing a student / graduate CV. This section will teach you how to prepare student / graduate CVs. Generally you will find the layout described here will work for you. Pattern And Tile Design, Freelancer Resume samples Work Experience. Executive Manager, Ashour Architecture Consultancy Co. Homs, Syria (Feb - Aug ). We offer, free for your personal use, original and professionally designed resume templates in Microsoft Word, OpenOffice, and Google Docs.
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FULLY EDITABLE MICROSOFT WORD CV EXAMPLES (best viewed in MS Word ). CV example 1 A eye catching single page design. CV example 2 Two page ready made format. CV example 3 Concise one page layout. CV example 4 Another single page resume. CV example 5 Two page format, ideal if you have had many previous employers. CV example 6 A functional CV design, perfect for focusing on . I am an organizational consultant, change advocate, and organizational identity/reputation scholar with a PhD in leadership & organizations. I research, write about, and consult with organizations on the relationships between organizational identity, actions, and purpose. Open WPDOS files directly inside Microsoft Word for Windows. Before you open a WP file in any version of Word, read the sections below on problems that can occur when WP files are opened in Word 97 or Word , in Word XP (Word ), and in Word , , , , or See also the notes on third-party utility programs that convert WP files into Word format.