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THIS IS ONLY AN INTERPRETATION, FIVE SENTENCES AND A QUESTION IS ALL I NEED. TELL ME YOUR THOUGHTS, HAVE REFERENCES! ASK PROBING QUESTIONS AND MAKE STATEMENTS BASED OFF WHAT THEY WROTEFor this week’s discussion post, I have chosen to write about the
United Nations Children’s Fund (UNICEF). This organization has been in
effect for approximately seventy years, working across one-hundred
ninety countries and territories to protect the rights of children.
UNICEF works to improve the lives of children, and their families, by
defending their rights, producing results, and understanding the effects
those results may have (About UNICEF, 2016). UNICEF believes that all children have “a right to survive, thrive,
and fulfill their potential- to the benefit of a better world.” UNICEF
works with community partners to “translate that commitment into
practical action, focusing special effort on reaching the most
vulnerable and excluded children, to the benefit of all children,
everywhere.” UNICEF uses a life-cycle based approach, in which they
realize and recognize how important early childhood development is and
they focus on the most “disadvantaged children, including those living
in fragile contexts, those with disabilities, those who are affected by
rapid urbanization and those affected by environmental degradation.”
This organization works with others to overcome challenges that may
expose a child to poverty, violence, disease, and discrimination (About
UNICEF, 2016). The current plan focuses on seven different outcomes;
these outcomes include: health; HIV & AIDS; water, sanitation, and
hygiene; education; nutrition; child protection; and social inclusion.
UNICEF breaks down all the outcomes with measurable goals for each.
Furthermore, it shows implementation strategies, development
effectiveness, and management tips (UNICEF Strategic Plan 2014-2017,
2014). Two approaches in which HR managers can promote diversity in the
workplace are cultural competency and community education. Community
education allows community partners to create programs and educate
community members about immigration, employment, child abuse &
neglect, domestic violence, and education. Cultural competency is also
important, in that it allows people to come together in a system or
agency that enable effective work in cross-cultural situations. Cultural
competency allows individuals to be informed and well-versed in other
cultural practices and how best to serve them (Pynes, 2013). This
education can be provided through trainings and immersion in other
cultures, similar to how UNICEF operates. It allows people from all
areas of a community to be versed in different aspects of how UNICEF
works, what services they provide, and what neighborhoods they reach. On
the same token, it gives people an insight into the communities and
people UNICEF serves. Guy (2010) writes that managing a diverse workplace “advances the
quality of our democracy and it makes for more sustainable decisions…it
is resisted because it changed things. It cannot be ignored or swept
under the carpet. We all have the same origin. We all have the same
destiny. Between the beginning and the end, we can make the passage so
much richer if we embrace the differentness that gives meaning to our
lives and enriches our experiences.” It seems that simple knowledge of
other cultures and ability to be compassionate and relate to others is
crucial when promoting diversity in the workplace. About UNICEF. (2016, March 03). Retrieved September 22, 2017, from https://www.unicef.org/about/who/index_introduction.html Guy, M. E. (2010). When diversity makes a difference. Public Integrity, 12(2), 173–183. Pynes, J. E. (2013). Human resources management for public and
nonprofit organizations: A strategic approach (4th ed.). San Francisco,
CA: Jossey-Bass. UNICEF Strategic Plan 2014-2017. (2014, June). Retrieved September
22, 2017, from
https://www.unicef.org/strategicplan/files/UNICEF_…