Archive for Cultural Diversity

Governor Richardson Announces Free Cultural Diversity Forum for NM Film and Television Filmmakers

By Brian Lanegan · Comments (0)
Wednesday, December 22nd, 2010



Santa Fe, NM (Vocus) April 10, 2007

Governor Bill Richardson just announced the First Vision Filmmakers Forum, a day-long symposium featuring a diverse group of emerging and established film and television industry experts from the U.S. and Canada. This cultural diversity forum will explore cultural trends and diversity film initiatives in film and television.

“As our state continues to advance in the film industry, we have created ‘First Vision’ to offer home-based filmmakers, writers, producers and actors the opportunity to network beyond state borders, to exchange ideas and open a window into new film frontiers,” said Governor Richardson.

The one-day cultural diversity forum is free and will be held at the Indian Pueblo Cultural Center in Albuquerque on April 27, 2007, from 8:00 a.m. to 5:30 p.m. The University of New Mexico will broadcast the Forum from 8:30 a.m. to 1:00 p.m. on streaming digital video from the New Mexico Film Office site, cultural trends in film and television.

‘First Vision’ will offer emerging and veteran film and television filmmakers from Native American, Latino/Latina, African-American and all diverse backgrounds an opportunity to examine and address obstacles and opportunities in today’s world of film and television. The cultural diversity forum will also include seminars hosted by the Screen Actor’s Guild and IATSE Local 480, film screenings and a media maker’s lounge for networking.

Delivering the keynote address is award-winning filmmaker, producer, entertainment executive and entrepreneur, Moctesuma Esparza. Mr. Esparza is President and CEO of Maya Cinemas, Founder and past Chairman of the New America Alliance, Co-Founder and Board Member of the National Association of Latino Independent Producers, and producer of many notable films including Walkout, Gods and Generals, Price of Glory, Selena and the Milagro Beanfield War.

“The First Vision cultural diversity forum is the most diverse gathering of film and television industry experts ever assembled in the state,” said Eric Witt, Director of Media Industries Development for Governor Richardson. “We want to highlight the many opportunities available for New Mexicans.”

Lisa Strout, Director of the New Mexico Film Office stated, “Our office is always exploring ways to connect New Mexico’s talent base with industry professionals, and with one another.”

Invited filmmakers include George Burdeau (Surviving Columbus); Chris Eyre (Imprint, Edge Of America); Gary Farmer (Dead Man, Smoke Signals); Vangie Griego (Sir! No Sir!); David Hilliard (Black APnther Party in NM, 1966-2006); and Barbara Martinez-Jitner (American Family). Represented networks include Aboriginal Peoples Television Network, Native American Public Telecommunications, the National Geographic All Roads Film Project, and Latino Public Broadcasting, along with many other veteran filmmakers, writers, producers and actors.

Space is limited; pre-registration is required.

To register for this event just announced by Giovernor Richardson, please visit: cultural trends in film and television or call the NM Film Office at: 505-827-9810.

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Managing Cultural Diversity – A Key to Organizational Success

By Brian Lanegan · Comments (0)
Friday, December 17th, 2010

Managing Cultural Diversity – A Key to Organizational Success

Organizations around the world has been realizing the cultural diversity within organization is not a negative aspect, rather can facilitate organizational stalk for glory (Papers4you.com, 2006). However it is not an easy task to manage employees with different cultural backgrounds. Nevertheless there are many policy guidelines that can make task easy.


On a broader perspective, cultural diversity can be manage through communicating (creating awareness among all employees about diverse values of peers through communication), cultivating ( facilitating acknowledgement, support and encouragement of any employee’ success by all other workers), and capitalizing (linking diversity to every business process and strategy such as succession planning, reengineering, employee development, performance management and review, and reward systems) strategies ( Cascio, 1995).


There are many different innovative ways that organizations have adopted to manage diversity. For instance Tabra Incorporation, a small manufacturer of jewellery and accessories in California comprised of modest workforce is composition of Third World immigrants from Cambodia, China, El Salvador, Ethiopia, India, Laos, Mexico, Thailand, Tibet Vietnam and other nations. To acknowledge importance of their cultural association, at least 10-12 different flags are always hanged from the ceiling of its main production facility which represents the countries of origin of the employees. The owner’s view point is ‘I would like for this to be a little United Nations everybody getting along and appreciating each other’s culture instead of just tolerating it’. (Bhatia & Chaudary, 2003)


If cultural diversity can be managed effectively, there is a potential to use diverse workforce for organizational benefits. Cox and Balke (1991) asserts that multi-culturism is directly linked to organizational success as


Effectively managed multi culture companies have cost effective competitive edge


It helps in promoting minority friendly reputation among prospective employees


Diverse cultural corporations help to get better customers which has a variety of people


Diverse group of employees are perceived to be more creative and efficient in problem solving as compared to homogenous group


Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes.


Many organizational examples can be taken in this regard. In Australia, for instance, Hotel Nikko in Sydney has unique edge that staff members in direct guest contact areas speak a total of 34 different languages. Similarly Qantas Flight Catering has sixty-six nationalities on staff, with various overseas-born chefs. So dedicated diverse ‘ethnic’ kitchens gave Qantas a huge competitive edge that offers food based on customer’s ethnic taste and requirements. Moreover Don’s Smallgoods through literacy, language and cultural trainings increased cross-cultural communication and increased profits while lowering costs at the same time. Similarly The Cheesecake Factory had put special effort to understand Japanese quality and packaging culture as Asian employees assist management to understand Asian tastes so that they can target exports to Asia (Nankervis et al, 2002)


Hence the discussion suggests that it is imperative to realize that cultural diversity should be taken as a tool for better organizational progress rather than a managerial problem and if effectively managed, it can be a key to gain competitive edge and success


References


Bhatia, S., K., & Chaudary, P., ( 2003),’Managing Cultural Diversity in Globalization- Key to Business Success of Global Managers- Insights and Strategies’, New Delhi: Deep & Deep Publication Pvt Ltd


Cascio, W., F., (1995), ‘Managing Human Resources’ International Edition, US: McGraw Hill.


Cox, T. H., & Balke, S., (1991), ‘Managing Cultural Diversity: Implications for Organizational Competitiveness’ Academy of Management Executive, Vol 5, Issue 3, August 1991


Nankervis, A. Compton, R., & Baird, M., (2002) ‘Strategic Human Resource Management’. 4th Edition. Victoria: Nelson Australia Pty Limited


Papers For You (2006) “P/HR/188. Views on diversity management”, Available from Papers4you.com [19/06/2006]

Copyright © 2006 Verena Veneeva. Professional Writer working for http://www.coursework4you.co.uk


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Latin Force Extends Brand and Positioning to Geoscape and Embraces Cultural Diversity of American Consumer

By Brian Lanegan · Comments (0)
Monday, November 29th, 2010

New York, NY (Vocus) October 22, 2008

- Latin Force Group LLC announced today that it has extended its brand to include diverse American cultures under the Geoscape name. In June of 2007, Latin Force LLC and Geoscape International, Inc. merged through an investment from Goldman Sachs under the name of Latin Force Group LLC. Today, the company is extending its coverage and brand name to include the diversity of American cultures, which are growing rapidly and represent the majority of American consumer and business growth.

Geoscape will continue to offer a blend of strategic and analytic consultation services, databases and technology. In addition to its concentration on Hispanic/Latino opportunities, Geoscape will proactively develop and serve corporations who understand that the diversity of American cultures represents strategic growth opportunities. This diversity is comprised of cultural elements including ethnicity, race, intra-American regions, lifestyles, life stages, socioeconomic strata and other key elements related to distinct consumer behavior, media and shopping patterns. Latin Force will continue to be the leading brand for Hispanic/Latino-specific consulting and analytics; however, Geoscape is now the umbrella brand under which all cultural segments are addressed.

“Latin Force has provided deep cultural insights and data to our clients for years. Now, with the Geoscape brand as an umbrella, we will be able to embrace a true diversity of cultures which is a more accurate reflection of the new American mainstream,” states David J. Perez, Co-Founder and CEO of Geoscape.

According to César M. Melgoza, Co-Founder and President of Geoscape, “The evolution of American culture requires that marketers and executives gain a clear and up-to-date understanding of consumer demographics and behavior. Geoscape’s mission is to lead the process of bridging cultures and corporate marketing initiatives through data-driven intelligence.”

About Geoscape

Geoscape serves its clients by providing business strategy, analytics, databases and automated intelligence systems. The online Geoscape Intelligence System (GIS), the DirecTarget database enrichment system and a variety of geo-demographic, consumer, business and media databases enable actionable insights that lead our clients to gain significant business advantages. Geoscape is a portfolio company of Goldman Sachs, Inc. with principal offices in New York City and Miami. Geoscape is pleased to have served most of the Fortune 500 corporations over the last several years.

Press Contact:

Aviva Rose-Avila or Maria Ribadeneira

1-888-211-9353

info@geoscape.com

www.geoscape.com

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Cook Ross, Inc. Offers Web Seminars on Integrating Cultural Competency Into Daily Business Practice

By Brian Lanegan · Comments (0)
Sunday, November 21st, 2010

Silver Spring, MD (PRWEB) June 20, 2006

Cook Ross will hold webinars in July on how cultural competency can impact business and organizational development.

“Making the Case for Cultural Competency in Healthcare” will be held Wed., July 5 at 2:00 p.m. A webinar that would be of interest to general business, “Translating Cultural Competency Into Organizational Effectiveness,” will be held Wed., Aug. 2 from 12:00 to 1:30 p.m. Both are free.

A third seminar, “The Clinical Case for Cultural Competency,” will be held Wed., June 28. It is part of its Web Seminar Series, “Cultural Competency in Healthcare,” and provides 0.1 CEU credits. It will be held from 2-3 p.m. and costs $ 35.

In “Making the Case for Cultural Competency,” participants will learn how healthcare practitioners can deliver culturally sensitive care to patients of different cultures. Topics include the introduction to cultural, historical, and demographic factors that impact health status and response to illness and treatment. The audience is intended for healthcare professionals, including physicians, advanced practice nurses, nurses, administrators and staff who provide care to culturally diverse patients.

In “Translating Cultural Competency Into Organizational Effectiveness,” participants will learn how they can transform their organization by practicing daily cultural competence while improving customer satisfaction and bottom-line results. The audience is intended for HR professionals, diversity executives, CEOs and managers.

Faculty members include Howard Ross, president, and Tara Nelson, RN, vice president, Research & Development, both of Cook Ross, Inc.

For more information or to register, please visit http://www.cookross.com/events.asp.

About Cook Ross

Cook Ross is one of the country’s leading organizational change and diversity consultancies, based in Silver Spring, Md. For nearly 20 years, the company has provided cultural competency solutions through its training, consulting products and services. Cook Ross believes that cultural competency can be learned and developed and can lead to unprecedented growth and vastly improved productivity, morale, internal communication, leadership, and customer satisfaction.

Cook Ross has developed CultureVision (http://www.crculturevision.com), an online diversity tool for healthcare providers and The Diversity ToolKit (http://www.thediversitytoolkit.com) for learning diversity and cultural competency in all settings. In helping organizations develop cultural competence, the company empowers employees with a set of new skills, enabling them to more effectively relate to customers and each other.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

Contact:    

Wendy Alpine

Alpine Communications

(770) 321-6386

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How Can Your Business Benefit From Being Culturally Diverse?

By Brian Lanegan · Comments (0)
Monday, November 8th, 2010

How Can Your Business Benefit From Being Culturally Diverse?

How Can Your Business Benefit From Being Culturally Diverse?


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Home Page > Business > How Can Your Business Benefit From Being Culturally Diverse?

How Can Your Business Benefit From Being Culturally Diverse?

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How Can Your Business Benefit From Being Culturally Diverse?

By: Cash Miller

About the Author

Cash Miller is an experienced entrepreneur and speaker who has spent the last decade devoted to being a small business owner. His years of experience in small business has provided invaluable experience in such topics as planning, management, marketing, human resources, ecommerce, and taxation. If you are looking for more information on this subject and others related to starting and running a small business you can visit his website at http://www.SmallBusinessDelivered.com

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Cultural diverstiy within your business is an opportunity and needs to be embraced as one. Just take a look around you. Opportunity abounds because our world is a diverse place. Whether you have come to realize it or not as a small business owner, your awareness and respect of cultural diversity in the workplace truly matters to your employees and your client base. They want to know that the company they work for or do business with respects who they are and what they have to offer. If you want your business to be successful and competitive in the future, you will have to utilize these human resources and participate in these diversity trends. As we move further along in the 21st century, it will be necessary for business owners to compete in a more global arena. And that will apply to even the smallest small business. Because whether your company is global or not you will eventually have to compete with those that are.

Successfully managing cultural diversity in the workplace is a challenge, but one that can be overcome and taken advantage of. The people you hire will always have diverse cultural backgrounds. And that culture is not just based on the color of their skin. They come from different countries, states, regions, and neighborhoods. They can tell you things about places you’ve probably never been and are not likely to visit anytime soon. They’ll be of different genders and social backgrounds. And they’ll things know of things that can impact your business either now or in the future.

Cultural diversity in the workplace can help improve the company’s competitive position in the marketplace. Marketing programs nowadays are constantly geared toward individual ethnic groups. Take as an example the changes that big box stores like Sears and Walmart are making. Once upon a time they believed that what sold well in places like Green Bay, Wisconsin and Seattle, Washington would sell just as well in San Antonio, Texas, and San Diego, California. They didn’t care about who the actual consumers in those areas were.

Everybody buys the same things right? So all of their locations would be shipped the same things. Well they’ve since woken up to the truth. Different cultures demand different products! Now many of the largest chains in the world have given their stores the ability and resources to buy locally.

The management of cultural diversity in the workplace can be considered a response to the need to recognize, respect and capitalize on the different backgrounds in our society in terms of race, ethnicity, and gender. Whether you’ve noticed or not every single day you are exposed to different forms of cultural diverstiy. From what you watch, where you eat, and the places you visit.

Your small business is a team and just like any team it should be built to take advantage of its strengths and to minimize its weaknesses. Differences among team members can strengthen the bonds formed with clients and customers throughout the world. Ethnic diversity in the workplace enables businesses to serve a broader base of clients with ease. Workers can better relate with clients because more often than not your clients are likely to be just as diverse as you. In diversity you will find that your clients and you share a lot of common ground. In diversity you’ll find strength!

Businesses that have incorporated diverse training into their strategies have found that the benefits of incorporating diverse talent into the workforce not only improves productivity, but also creates a well balanced pool of knowledge, experience and creativity. Promoting diversity within the workplace can produce lasting results. Results that will reverberate within your business for many years to come.

Promoting cultural and ethnic diversity in the workplace should begin before you hire even your first employee. You need to realize the strength that can be added to your organization by embracing it!

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About the Author:

Cash Miller is an experienced entrepreneur and speaker who has spent the last decade devoted to being a small business owner. His years of experience in small business has provided invaluable experience in such topics as planning, management, marketing, human resources, ecommerce, and taxation. If you are looking for more information on this subject and others related to starting and running a small business you can visit his website at http://www.SmallBusinessDelivered.com

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Cash Miller is an experienced entrepreneur and speaker who has spent the last decade devoted to being a small business owner. His years of experience in small business has provided invaluable experience in such topics as planning, management, marketing, human resources, ecommerce, and taxation. If you are looking for more information on this subject and others related to starting and running a small business you can visit his website at http://www.SmallBusinessDelivered.com


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EXCLUSIVE LONDON (UK) SCREENING BY WFTV FILM “MISTAKEN IDENTITY” MONDAY 19 April 2004 “A CELEBRATION OF CULTURAL DIVERSITY”

By Brian Lanegan · Comments (0)
Monday, November 1st, 2010

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(PRWEB) March 13, 2004

Since its inception in 1990, Women in Film & TV established itself as a respected industry body that has gone from strength to strength in membership and influence. There are now more than 800 members, covering a broad spectrum of skills and job descriptions, ranging from senior executives to lawyers, writers & directors to producers, actresses, accountants, DP’s, composers, make-up artists and many others.

The screening was spearheaded by Rani Singh (Writer/Actress on BBC TV series “EastEnders), member of WFTV, who believes that the organization provides a forum for industry professionals by offering a network of contacts – both national and international. It also safeguards the interests of women working in film and TV and champion’s women’s achievements in the industry.

As “Mistaken Identity’s” Associate Producer for UK, Rani learned about 23-year old Amanda Gesine, the young woman from Greenwich, Connecticut, who conceived the idea of the film a few days after the Attack on America on 9/11/01. A week earlier, Amanda had been hired by New York Producer/Director Ms Vinanti Sarkar to act as the investigative journalist for a travel documentary “In Search of the Ramayana Paintings” scheduled for take-off in late September 2001 to explore the exotic palace locations in Rajasthan, India, but it was not to be.

“I needed Amanda’s image because she represented young America, sheltered like so much of mainstream society in this country, existing behind white picket fences. We even filmed her speaking candidly of her view of the world: ‘September 11 changed us all – the question is whether – it changed us for the better or for the worse ? It was not only a wake up call, but also a sense of innocence lost and the coming of age of my generation. Stories of cultural diversity not only need to be told, but celebrated.’”

From Day 1, everyone agreed that the film’s target audience was mainstream America, Europeans and non-Sikhs worldwide. Amanda’s presence invites the film viewers – famly and youth audiences to watch the film – and not shrug it off as another ethnic Asian minority film, as she starts discovering her Sikh neighbors which is the theme.”

During R & D, it was her idea to try and dispel ignorance and fear among the Establishment and even those from her hometown in Greenwich, Connecticut. No one in her circle of friends and neighbors knew or had heard of Sikhs. She herself never had Sikh friends in school or college.

While producing the film which took nine months to complete, Amanda started to see the light at the end of the tunnel and spoke of breaking new ground in bringing stories of cultural diversity to a global audience, which she felt was very relevant after 9/11. She read and discover for herself “the demonization of the turban and beard” – which had created a huge backlash against Sikhs.

She concluded, “If making this film will save one life, then we will have made the difference. If I can help one person understand more about the Sikhs, I hope it will be a domino effect to educate others.”



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Vertrue Incorporated Celebrates Cultural Diversity in the Workplace

By Brian Lanegan · Comments (0)
Wednesday, October 27th, 2010

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Vertrue_Cultural_Diversity

Norwalk, CT (PRWEB) February 14, 2008

Vertrue Incorporated, a leading consumer services marketing company, celebrates Black History Month by reaffirming its belief that cultural diversity in all its forms offers multiple benefits for the company and employees alike.

For companies like Vertrue, cultural diversity:

– Makes good business sense. It helps companies maintain a competitive advantage. In an era of fierce competition, the most successful businesses are global businesses.

– Keeps the company on its toes. Cultural diversity makes companies nimble and adaptable to changing market conditions.

– Encourages innovation. When contributions come from those with diverse backgrounds, it enriches productivity and achievements.

– Improves employee retention. Diversity in the workplace assists corporations in retaining valued employees, especially at times when a skilled labor pool is in demand.

For employees, cultural diversity:

– Facilitates promotions from within. Employees benefit from greater potential for job growth and opportunities for advancement in a climate where contributions are welcomed from all quarters.

– Boosts morale. A welcoming and open attitude toward cultural diversity inspires employees to pursue their fullest potential and work together effectively as a team.

– Replaces stereotypes with understanding. Diversity in the workplace reinforces the belief that differences are assets, not liabilities.

Most employees realize that cultural diversity in the workplace may relate to race, gender and religion, but it also encompasses differences in personality, education and general upbringing, notes Vertrue. Simply put, diversity = individuality. It’s any trait that makes someone unique.

A company like Vertrue that fosters a sense of inclusion and recognizes individual talents and experiences is planting the seeds for a special synergy to grow. This synergy results when a group of people with different ideas and different backgrounds come together to collaborate. Fresh ideas have a way of converting predictable and business-as-usual approaches into fruitful and profitable alternatives.

Much like the ingredients for a meal that on their own may offer only raw potential but together create a sumptuous feast, so, too, everyone benefits from a culturally diverse workforce whose true value is greater than the sum of its parts, asserts Vertrue.

Diversity: the art of thinking independently together.

– Malcolm Forbes

About Vertrue Incorporated

Headquartered in Norwalk, Conn., Vertrue Incorporated is a leading Internet marketing services company and premier marketing partner to corporate clients. Vertrue, through its various subsidiaries, gives consumers access to services that offer substantial discounts and convenience for important decisions in their everyday lives. The services offered by the Vertrue family of companies span healthcare, personal property, security/insurance, discounts and personals and are offered online through an array of marketing channels. Partners can enhance market presence, strengthen customer affinity and generate additional value through programs offered by subsidiaries of Vertrue.

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