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Little research has gone into the experience of Latina women in the United States workforce.  Flores and Hondagneu-Sotelo authored a compelling article focusing on the social dynamics impacting Latina graduates in entering the teaching profession.  Their research examines how gendered family dynamics, financial constraints and the links between race, gender and class impact the pathway of Latinas’ teaching careers (Flores & Hondagneu-Sotelo, 2014).  The scholars conducted 40 interviews with Latina teachers, used statistical data and analyzed research trends to support their findings (Flores & Hondagneu-Sotelo, 2014). 

            Flores and Hondagneu-Sotelo call out and examine the gendered and racialized nature of viewing Latina women as ‘familistic’ or ruled by family values and solidarity and working to preserve family over the individual; a common Latino cultural pathology burdensome to the women of these families (2014). The importance of this notion is the reality that teaching is primarily viewed as feminine and also aligns with a logistical schedule to promote this familistic ideology (Flores & Hondagneu-Sotelo, 2014).   Additionally, they found Latina women seek to work in the teaching setting to assist in the advancement of minority students and those devalued by racial and socio-economic barriers (Flores & Hondagneu-Sotelo, 2014).  The article stated some Latina women found teaching to be a profession with less racial and class discrimination than other professions and compared this to studies with the same results amongst Black women (Flores & Hondagneu-Sotelo, 2014).

            A career in teaching is much more attainable than one in law or medicine from a financial and overt discrimination standpoint and another factor influencing Latina women (Flores & Hondagneu-Sotelo, 2014).  It is also in high demand for bilingual and minorities to enter the teaching profession due to the shift in student demographics, so Latina women are heavily recruited for these positions (Flores & Hondagneu-Sotelo, 2014).  Though this article did not directly address Latina women’s experiences on the job, it scrutinized several factors contributing to the rise in their presence in the teaching profession.  Most interesting is the notion or assumption they will be more protected from work place discrimination in this field which speaks volumes regarding their impression of diversity management in the workplace.  Based on this reality, I would encourage more research to be done on the actual workplace experience of Latina women in teaching.  It is ignorant to assume that because a significant number of Latina women are in the field there are not still problems present with social, cultural or structural systems in place. 


Respond to post 2

            Successful implementation of diversity management and promotion is done with the utmost intention and strategy.  It is evident an integrated approach combining various components has proven effective for organizations hoping to successfully launch and support diversity (Canas & Sondak, 2012).  After reading this unit’s chapter, it became apparent how strategic diversity management is at the organization I work for.  There has not been much overt awareness geared toward the practices embraced for managing diversity or the structural, cultural and behavioral levels they operate under at least not where I am employed (Canas & Sondak, 2012). 

            The practices covered by our text are all very important; the ones I would highlight include authentic leadership commitment, clear organizational communication, inclusive recruitment practices, incorporating diversity into main work of organization and expansive external relationships (Canas & Sondak, 2012).  Leadership and communication surrounding diversity management approaches are crucial, both internally and externally (Liberman, 2013).  CEOs and other leaders have the power and are responsible for generating and upholding energy, clarity and engagement surrounding the stance an organization takes on diversity (Canas & Sondak, 2012).  Effective communication and marketing is wildly influential for an organization’s efforts in strategizing diversity management.  Consistency, repetition, and clarity is important in defining, displaying and executing workplace behaviors (Liberman, 2013).

Inclusive recruitment and incorporation of diversity into the main work of an organization are both pivotal in putting words into action.  Our text stresses the incorporation of racial minorities and women in recruitment and organizational work (Canas & Sondak, 2012).  It is also vital to incorporate the other groups that make up diversity including people with disabilities, the LGBTQ community, people of various spiritual backgrounds and more.  It is necessary to support diverse populations in the workplace with the resources, skills and trainings they need to contribute, grow, and be given equal opportunities within organizations (Canas & Sondak, 2012).  Organizations successfully managing diversity can maximize their efforts through expansive external relationships, or supporting diversity through outlets outside of the organization (Canas & Sondak, 2012).  This reiterates the authenticity of diversity inclusion and support from leadership and also sends the message to the greater community.  These practices along with others have proven to be successful in managing diversity from an integrated approach.   



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