Holocaust the Japanese-American Internment - 1195 Words

Humanity. It is disconcerting to think about what we the humans have done to our own race. All because we believe in trying to find a difference such as our ethnicity, intellect, or looks to try to find how we are better than some. Hitler did this to the Jews as he wanted the world to have the Aryan race with the Holocaust, and America did this to the Japanese during the Japanese internment. The Holocaust and the Japanese internment are very different from one another yet they are both very similar to each other. The Holocaust was the systematic mass slaughter of Jews and other groups deemed inferior by the Nazis. The Holocaust began when Adolf Hitler, the fascist leader of Germany that would lead the world into World War II. He and†¦show more content†¦Everyone that even looked to be Japanese would be mistrusted and be labeled as â€Å"the enemy.† On February 19, 1942 President Roosevelt issued an executive order which rounded up every Japanese person that lived in the US as they were seen to be threats to the nation. Many endured names such as being called an â€Å"alien.† In March, the government shipped the Japanese to relocation camps where they were sure to be not in contact with the enemy. Any former possession that the internees might had had were usually gone shortly afterwards as their lands would be repressed. Despite the fact that most of these Japanese were Nisei, native-born American citizens whose parents were Japanese, and that some volunteered for mili tary service they were still put into these camps. They were housed in barracks and used communal areas, for washing and eating. Over half of those taken in were merely children. These camps were then overseen by military personnel. All internees over the age of 17 were given a loyalty test were they were asked questions. 120,000 Japanese were taken in, and only 60,000 survived. In 1988, the U.S. Congress passed legislation which awarded formal payments of $20,000 each to the surviving internees. At the end of the war some remained in the US and rebuilt their lives, others however were unforgiving and returned to Japan. Both the Holocaust and the Japanese internment are eerily similarShow MoreRelatedJapanese Internment Camps during WWII1584 Words   |  7 Pagesdiscrimination near World War II (WWII) were the Jewish people and Japanese Americans. Both groups faced very different types of discrimination by different oppressors with different motives yet their treatment was very similar and many events paralleled each other. The treatment of Japanese in WWII internment camps was as harsh as the Holocausts treatment of the Jewish people. The lead up to the Japanese Americans internment took place over many decades leading up to WWII. It began in theRead MoreNight By Elie Wiesel1661 Words   |  7 PagesNight is an account of the Holocaust and persecution of the Jewish people, written by Elie Wiesel. Elie Wiesel wrote, â€Å"Never shall I forget that night, the first night in camp, which has turned my life into one long night, seven times cursed and seven times sealed. Never shall I forget that smoke. Never shall I forget the little faces of the children, whose bodies I saw turned into wreaths of smoke beneath a silent blue sky† (Night). Remembering the events of the Holocaust and the atrocities that occurredRead MoreWar Crimes Against Harry Truman1743 Words   |  7 Pagestime a large amount also believe he should have been punished for his actions. Which side one believes to be true depends on the perspective of the situation. An American might believe President Truman was justified for allowing the atomi c bombs to be dropped in order to save hundreds of American soldiers. From the point of view of a Japanese, dropping this massive, deadly, destructive bomb on a town of innocent citizens would be considered inhumane. War crimes are defined by the ICRC as any actionRead MoreJapanese Internment Essay : Japanese American Internment1084 Words   |  5 Pages1 David Ly Mr. Carelback US History April 23, 2016 Japanese-American Internment Essay Humanity has seen great horrors throughout the course of history, one them being the Holocaust during World War II. As we look down upon the Germans of that time, the U.S. had their very own holocaust. President Roosevelt issued the Executive Order #9066 on February 19, 1942, which allowed the relocation of tens and thousands of Japanese Americans to internment camps, stripping them of their rights; the reason beingRead MoreInternsment And Japanese Internment Camps750 Words   |  3 Pages10/17- Claim- For years, people have argued over whether Japanese Internment camps( interment means putting a person in prison or other kind of detention, generally in wartime. During World War II, the American government put Japanese-Americans in internment camps, fearing they might be loyal to Japan.) are an Americanized version of concentration camps. Some say that the Japanese Internment camps were just as brutal and inhumane as concentration camps in Nazi Germany. Others will tell you they wereRead MoreWhy Should The Internment Of Nisei Be More Controversial?988 Words   |  4 Pageswould the internment of Nisei be more controversial?) Issei is a term used to describe Japanese immigrants, or those born in Japan but who have moved to America. Such people were prohibited by law from converting into naturalized Americans, despite how long they had lived in the United States. Nisei, on the other hand, defines U.S. citizens born to â€Å"Issei† parents-or Japanese immigrant parents. Nisei are more accurately called â€Å"Japanese Americans,† or referred to as â€Å"non-aliens.† The internment of NiseiRead MoreJapanese Americans in American Concentration Camps783 Words   |  3 PagesJewish people kept in Concentration Camps throughout the Holocaust, this is not it. Japanese-Americans were persecuted due to the fact that they looked like citizens of Japan, who had attacked the United States on December 7th, 1941 at the naval base, Pearl Harbor. This hatred toward the group was due to newspapers creating a scare for the American people, as well as the government restricting the rights of Japanese-Am ericans. The Japanese-Americans were mistreated during World War II for no other reasonRead More`` Night `` By Elie Wiesel1618 Words   |  7 Pagesemotions, rationality and morality. Notably, Elie Wiesel testifies to the consequences of war in his memoir, Night. It details his experience enduring the Holocaust during World War II. Wiesel describes his early childhood being centered around his religion, Judaism, and a strong believer experiencing no waver in his faith. However, during the Holocaust, as Wiesel grows older and sees the cruelty of mankind, he proclaims, â€Å"As for me, I had ceased to pray. I concurred with Job! I was not denying his existenceRead MoreThe After Effects Of War1623 Words   |  7 Pagesemotions, rationality and morality. Notably, Elie Wiesel testifies to the consequences of war in his memoir, Night. It details his experience enduring the Holocaust during World War II. Wiesel describes his early childhood being centered around his religion, Judaism, a nd a strong believer experiencing no waver in his faith. However, during the Holocaust, as Wiesel grows older and sees the cruelty of mankind, he proclaims, â€Å"As for me, I had ceased to pray. I concurred with Job! I was not denying his existenceRead MorePearl Harbor : As A Cause1137 Words   |  5 Pages Then on December 7 of 1941, the day of the attack on our homeland, thousands of service members died and our fleet of navy ships in Hawaii was crippled. A pivotal event in American history, Pearl Harbor was a cause of relocation camps and America’s entrance into World War II. A major effect of Pearl Harbor was the Japanese â€Å"relocation camps† in America. With some aspects similar to those of Nazi Germany’s concentration camps in Poland. In the first few months of the war Japan had defeated many

The Police Guiding the Youth of a Generation Essay

The Police were a huge success in their abilities to influence and survive in a society of climatic endeavors. Throughout the Soviet onslaught in the 1980’s and the Arab oil wars in the 70’s, the music industry has thrived from the variety of conflicts around the globe. Soon after the Space age, The Police put out a popular song titled, â€Å"Message in a Bottle†, this song defined the bands culture with its unique definition pertaining to the climate of the world at that time. More importantly, influential music from that band produced a great change in society from their music – with only five-thousand words, twenty-five songs, three people, and one band – who changed it all. The Police were a three part band composed of Andy Summers the†¦show more content†¦The commercials director had only one condition, that they dye their hair blond for the shoot. The band was blessed to get this opportunity as later known because the blond hair became a trade mark of the band. The band’s first album was a hardship for them; they had a small studio and low budget, provided by Copeland’s older brother, Miles. Later that year in 1978, Miles heard the song Roxanne and graced them with a record deal from AM Records, this song was later banned along with another song, â€Å"Can’t Stand Losing You†, from their first album, Outlandos d’Amour, because they portrayed vulgar topics. Regatta de Blanc, their second album was a major success across Europe, topping the charts for almost four weeks and producing two best sellers, â€Å"Message in a Bottle’ and â€Å"Walking on the Moon† This album debuted in 1979, The Police s first world tour followed. Later in 1980 The Police released their third album, Zenyatta Mondatta. This album contained the songs â€Å"Don’t Stand so Close to Me† and â€Å"De Do Do Do, De Da Da Da†. The only other albums they produced were â€Å"Ghost in the Machine† (1981) and â€Å"Synchronicity† (1983). The Police were unable to play together after that due to Copeland breaking his collarbone he was unable to play the drums. From this unfortunate event comes a new light, as each of the three members went on to host successful solo careers. Many years later in 2007 The Police promised to hold a reunion tour. Some people were quite skeptical thoughShow MoreRelatedCriminology Essay661 Words   |  3 Pages during the day the biggest problem comes in the form of medium to large groups of youths acting in a manner that could be seen as intimidating to the elderly, or less secure, members of our local community. This is mainly in the form of cau sing a general nuisance including shouting, swearing, skateboarding, taking drugs and playing loud music etc. I believe that the current ‘hoodie’ trend does not help our youth, in general, because hiding away under a hood can be very intimidating to other. AtRead MoreMothers Reclaiming Our Children ( Roc )1529 Words   |  7 Pageshave their chances limited or adversely affected exclusively in relation to criminal activities. The racial differences tend to contribute the minorities receiving brutal treatment from the police officers. The children get to face longer and worse juvenile experiences as compared to the white kids. The police violence cases have gained popularity in the recent years with some of the community members terming the scenarios as post-racial experiences (Gilmore, 2004). Arguments have been establishedRead MoreThe, Meridian Hill, And Lynne Rabinowitz1290 Words   |  6 PagesCivil Rights Movement. However, the relationship of genders and the racial and generational dynamics mold and influence the actions of the characters. In this essay, I will argue that Meridian is forced to constantly collide and reconcile with past generations, Truman is self conflicted with the idea of abandoning his African roots, and Lynne is conflicted with the idea of white guilt. Read MoreMy Life On The Eastside Of Oklahoma City960 Words   |  4 Pagesencompassed all age groups and genders. My most vivid memory was watching a police officer pull a gun out of a sixth grade female studentâ⠂¬â„¢s purse in middle school and the numbed reaction on my part towards the situation. I wasn’t raised to be an uncaring child whose programming set him on a path of delinquency. It was quite the contrary. I was loved deeply and was raised to be respectful in a manner that older generations would call â€Å"Old School.† Yet I found myself in a moralistic battle of idealsRead MoreThe Themes Of The Book, March By John Lewis And Andrew Aydin1315 Words   |  6 Pagesexist in the north. Later, John met Jim Lawson and began attended his workshops about non-violent protesting, and lastly his first arrest. These highlights during his youth would become eye-opening to Lewis that what he was putting himself through to take down segregation in the south was a risk for his life to save future generations. The Bible that John received was a spark in his childhood and in his belief in God that he wanted to become a preacher once he was older. Reading scriptures to his chickensRead MoreHow Income Inequality Is Hurting America1271 Words   |  6 Pagesbankruptcies filed across the nation, according to The Merna Law Group, P.C.. If the income gap between the upper and the lower classes was not so high, debt could potentially be decreased. Not only does income inequality put a strain on the family unit by guiding people into debt, but it also diminishes the quality of life and life expectancy for many Americans. A study conducted by Harvard University’s School of Public Health found that women that live in areas with bigger gaps in income are twice as likelyRead MoreThe Vs. The Purple Crayon And The Frog King Or Iron Heinrich1723 Words   |  7 PagesFairy tales, beyond their value as charming escapes into realms of fantasy and wonder, are meant to teach children morals and demonstrate to them the traits they need to successfully function in society. These tales are sustained, generation after generation, in our collective consciousness as literary manifestations of our values. But to what extent is this consciousness collective? Are these morals consistent globally or do they vary from culture to culture?According to Bruno Bettelheim, moralsRead MoreThe Inequality Of Black Men And White Men Essay2094 Words   |  9 Pagesson of a woman in an abusive relationship. The mothers boyfriend by the name of George, he is a police officer, but a violent alcoholic. George came home drunk and almost beat the mother to death in front of Charlie. George left the mother in the kitchen barley alive. Charlie thought that he lost his mother so he goes into the room where George is passed out and reaches for the phone to call the police, but comes across Georges gun, points his gun at him and shoots him in his head out of fear. TheRead MoreThe Punitive And Rehabilitative Approach As An Indispensable Part Of The Criminal Justice Reform Issue3487 Words   |  14 Pageswrongdoers in the country has always been increasing. The statistics indicate that the current methods used to try juvenile cases in the world are faulted. In 1985, statistics indicate that there were 72,000 youths incarcerated in the American prisons, but by 2005, the number had soared to 100,000 youths incarcerated. The swift change in the juvenile system, which will be discussed later in this paper, contributed to this increase. Additionally, this also shows that the criminal system is no longer effectiveRead MoreJamaicas International Debt Crisis1805 Words   |  8 Pagesneoliberal policies actually exacerbated the problem. Therefore the guiding determinant of Jamaican economic policy-making post-1970 seemed to be the need to manage the public debt within the existing socio-economic system, in a manner that is responsive to the needs of the public. The solution to the problem lies in a series of policy reforms designed to increase the productive capacity of the region, the empowerment of the youth through education, and the unification of the people through the notion

Multicorporate structure Free Essays

As early as the 1980’s there has been significant effort to create management practices in the industry that parallel business strategies because of the realization of the need for sustainability as much as quality services (Alexander et al, 1988). The advocacy is now influencing current health administrators to adopt these practices on a structural level: organization are being reengineered operationally and to accommodate non-traditional and non-medical specific functions such as marketing, public relations and organizational development (Griffith White, 2006). Healthcare organizations that have multicorporate structures consider themselves not only healthcare providers but as an organization that has to be professionally productive socially responsive and operationally independent. We will write a custom essay sample on Multicorporate structure or any similar topic only for you Order Now This is not to infer that traditional healthcare organizations preclude these characteristics only rather that multicorporate structured healthcare organization follow more closely the structure of an enterprise Going Multicorporate Structured Technology, communication, culture and politics have changed perceptions regarding the industry and thus are changing the means of delivering services. For example, in evaluating accounting and financial management (A/FM) performance, the adaptation of performance benchmarking principles have allowed for early threshold performance measurements of health programs (Griffith White, 2006, pp. 455-456). In an effort to measure productivity levels of technology programs the Australia’s health and social services, the Australian Government Productivity Commission (2006) considered the marginal effectiveness propensity of the inclusion of technology in medical procedures as well as sensitivity analyses and compared them to the influence of technology in other government services to determine the impact to health services. This effort supports Griffith and White’s view of the need for sophisticated surveillance and forecasting activity in multicorporate structured organizations (pp. 564-565). In a similar effort, the United Kingdom based Democratic Health Network (2006) established community support and communication networks to support and monitors health awareness and delivery of services. The effort has developed significant funding for community-based health activities as well for the Democratic Health Network itself, greater participation in programs and higher satisfaction rating of health services. According to Griffith and White, these efforts can be considered as part of the healthcare organization’s marketing strategy because the efforts create awareness, reinforces the significance of the organization to the public, and at the same time allows for insights that can be developed to strategic advantages (pp. 610-613). Conclusion Considering the demands on healthcare today, there is need to develop effective channels for services, streamline operations and maximize resources. According to Leatherman (2001), there has been a recognized need in the health care industry to reevaluate its social roles and the social developments affecting the nature of current health care needs. This can only be accomplished if an organizations structure is able to respond to healthcare professionals and the public effectively, which can only be possible if the organization’s structure allows for the development of such competencies. The need for multicorporate structures does not invalidate the social mandate of healthcare institutions but only endeavors to make a strategy-based and sustainable enterprise. The adoption of corporate practices in healthcare is an effort to institute administrative and competitive competencies in healthcare organizations. References Alexander, J. A., Morlock, L. L. and Gifford, B. D. (1988). The effects of corporate restructuring on hospital policymaking. Health Serv Res   June; 23(2): 311–337. Griffith, John R. and White Kenneth R. (2006). The Well-Managed Healthcare Organization, Sixth Edition. Chicago, IL: American College of Healthcare Executives Leatherman, S. (2001) Measuring up: Performance indicators for better healthcare. OECD Observer No. 229 Australian Government Productivity Commission (2006). Impacts of Advances in Medical Technology in Australia. Retrieved August 11, 2007, from http://www.pc.gov.au/study/medicaltechnology/finalreport/mediarelease.html Democratic Health Network (2006). Accountability of the Health Service. Retrieved August 11, 2007    How to cite Multicorporate structure, Essay examples

Managing Diversity in Workplace

Question: Discuss about the Managing Diversity in Workplace. Introduction In the growing diversity of the workforce in the Australian workplace, it is essential for the Australian Government as well as employers and managers to develop effective strategies for improving the environment of the diversity in the Australian workplace. This report is aimed at promoting the diversity in the working environment, workplace, culture, and service delivery. This report will describe the diversity challenges and opportunities confronting by the employers and managers. This will also discuss the diversity management as a subject of attention for the managers (Hartel and Fujimoto, 2014). The diversity management programs and strategic initiatives will also be addressed to reduce the diversity related issues and challenges. Workforce diversity challenges and opportunities The workforce diversity involves broad mix of the workforce from different cultural, ethnic, and racial backgrounds of different cultures, castes, religions, and genders. The workforce diversity occurs because of the diverse workforce related to differences in values, physical abilities, caste, gender, sexual orientation, religions, cultures, and race. The workforce diversity also occurs due to the minority groups and indigenous people that create complexities for the employers and managers while managing the HRM practices within the organizations (Assaf, 2015). The workforce diversity includes dimensions- Primary dimension (inborn differences, such as ethnic, race, religion, gender, physical abilities, and sexual orientation) and Secondary dimension (education, religion, believes, marital status, work culture and family background). The discrimination, prejudices, biases, and inequality of the employment practices within the organizations are such growing diversity issues that preve nt the employment of the skilled, qualified, and experienced employee in the companies for the relevant job posts. The Australian Public Service (APS) agencies are confronting challenges in establishing and maintaining the workplace diversity and capable workforce in the Australian workplace. The race and ethnicity creates the complexities to the HRM practices of the employers and tend to hire the employees by preferring the racism, casteism, and reliogionism issues while recruiting the employees. These discriminating employment practices prevent the skilled and qualified employees to get employment based on their abilities (The Australian Department of Human Service, 2015). For ex- the minority groups suffers from the discrimination in employment because of the different cultural, physical and social traits and characteristics that create inequality of the employment practices for the minority groups employees. The termination of the growing ageing workforce is an example of the discriminating employment practices based on the physical abilities. The potential and experienced ageing employees are withdrawn or terminated by most of the employers from their organizations without any appropriate reasons on the basis of ageing or growing ages by ignoring their valuable contributions and extraordinary efforts to the organizations (The Australian Public Service Commission, 2015). The employers and managers also face diversity on the basis of color of the employees. Some employers in Australia give employment preferences to the while people (from countries Australia, Europe, USA and white groups) by ignoring the selection of the black people (Indians, Africans, and other black group people) entirely. The sexual advancements or unwelcome conduct of the sexual nature creates barriers to the ethical working practices. Glass ceiling is a case of the gender discrimination and sexual harassment that prevents the women or lady staffs to get equal employment opportunities. For example, glass ceiling is an invisible barrier that keeps the female employees and other minorities out of the employment. The glass-ceiling creates obstacles to the personal accomplishment and career development of the female employees by preventing them from getting equal employment opportunities on the basis of skills level and disabilities (The Australian Human Rights Commission, 2015). The locality is another growing diversity issue from the Australian industry perspective that prevents the outsider candidates or overseas employees from getting the equal employment opportunities because the some of the Australian companies only prefers the local Australian employees by ignoring the skills, qualification level, and job competences of the outsider employees. Attention to Workplace Diversity by the managers and employers Due to the growing complexities and issues of the diversity in the workplace, the most of the employers and senior managers are paying attention to the management of the workforce diversity at the work place. The employers and managers are being urged to identify and value diversity by perusing for the diversity management programs for improving the workplace environment of the diversity in the workplace. The managers are taking several initiatives for managing the workforce diversity within the organizations (SBS, 2015). The employers are now becoming more competitive and innovative by allowing the diversity in the workplace within their organizations that embraces the employment of the skilled, talented, and experienced workforce on the basis of their abilities and job competences. The most of the employers in Australia allow workforce diversity in their workplace or work environment and are looking for the skilled, capable, and multicultural workforce for improving the workplace e nvironment. The Human Rights Commission of the Australian Government provides the legislations and inclusions for the employers to follow the legal guidelines for reducing the workforce diversity related problems and issues. The Australian Anti-discrimination legislations, such as Age Discrimination act, 2004, Racial Discrimination act, 1975, Disability Discrimination act, 1992, Sex Discrimination act, 1984, Fair Work Act, 2009, Work, Health, and Safety act, 2011, and Human Rights and Equal Opportunity Commission act, 1986 provide the rules and regulations for the employers related to the human rights, age, sex, race, and disabilities. The Workplace Gender Equality act, 2012 provides the legislations related to diversity at the workplace based on the gender or sexual orientation (French, Burgess, and Strachan, 2009). The sexual harassment legislations of the Australian government enforce the employers to provide the security to the female employees during their employment period. The equal pay a ct provides the directions related to equal payment for the employees of same grade or levels. With globalization of the businesses, rising migration, and increasing competitiveness, the most of companies are becoming more attentive to the workforce diversity management. The Australian employers are focusing on recruiting, retaining, and motivating the best workforce for ensuring the harmonious working environment. The workforce diversity management promotes the fairness, accountability, and equality in the employment practices and workplace environment for enhancing value, motivation, and job satisfaction of the employees. The employers promote workforce diversity to attract, identify, recruit, and retain the best employees having good skills, educational qualifications, and adequate knowledge and work experiences for giving their valuable services to the organizations (SBS, 2015). The businessmen are focusing on creating a diverse work environment where the talents from different ethnic and cultural backgrounds perform at their best for achieving the organizational goals and objectives as well as maximizing the stakeholders value. The workforce diversity management has become a subject of attention that that the employers and managers are focusing to promote the diversity in the working environment for maximizing the employee morale, job satisfaction, value, and motivation and to realize them that they are important part of the organization. The most of the Australian companies are promoting the workforce diversity management principles at the workplace for enhancing productivity, creativity and innovation, and loyalty and confidence of the employees. Todays, the workforce diversity principles are applied to most of the Australian organizations for getting a significant competitive advance, improving organizational decision-making, meeting stakeholders perspectives, and satisfying the diverse needs of the customers through good service delivery (Optus, 2015). For example, the employment of the employees from the indigenous backgrounds and with disabilities is the key priority of the Australian Human Service De partment and The Australian Public Service Commission to promote the workforce diversity in the Australian workplace. The Diversity Council Australia says that the Asian-Australians are at the position of board members, managerial positions, senior executives, and professionals. The workforce diversity management is being promoted throughout the Australian organizations to assist in retaining the highly talented, skilled, and experienced workforce, enhancing corporate reputation, improving innovation and creativity among the employees, enhancing customer satisfaction and service levels, and strengthening cultural values throughout the organization. The workforce diversity management also reduces inter-organizational conflicts, employee disputes, communication difficulties, lower turn-over and absenteeism, and lower employee motivation. For example, according to a report from Hays Plc. an Australian recruitment consulting agency, more than 58% of the Australian employees are more likely to see diversity in the workplace. From the survey of 239 employees and 348 candidates, the diversity map shows the diverse workforce on the basis of genders, age, multi-cultural, indigenous, and disabilities (Canas and Sondak, 2014). From the survey report of Hays recruitment , it is found that 66 % employees see the organization gender diverse, 66% workforce look the organization cultural diverse from various cultural backgrounds, 69% see organization as a diverse workforce of different age groups of employees, 30% say that the organization has diversity with Aboriginal and Torres strait workforce, and 26% see the diverse organization with disable workforce. Workforce Diversity Programs and initiatives The workplace diversity program 2014-2017 of the Australian Public Service (APS) Commission provides information to the employees about the importance and relevance of the workplace diversity. It reinforces the National Archives commitment to the workforce diversity and embedding the diversity in day to day operations, workplace environment, culture, and customer service delivery. This program provides directions related to attracting, recruiting, and retaining the employee from the diverse cultural backgrounds, providing them a discrimination-free work environment that is professional flexible, innovative, and engaged, and integrating the diversity principles into the management practices (Bendi, Bleijenbergh, Henttonen, and Mills, 2015). This program encourage the employment of the workforce from the Indigenous Australian backgrounds, people from different cultural and linguistic backgrounds, people with disabilities, mature age workers, and LGBTI people (Lesbians, Gay, Bisexual, T ransgender, and Intersex people). For example, the diversity report of National Archives of APS shows that APS 57.5% workforce account for the women employees, APS 44% employees are over 45 years aged, APS 2.9% are disable employees, and 2.3% from Indigenous backgrounds. The individual approaches, such as learning and empathy are used to manage the diversity within the organizations. While, on the other hand, training, testing, and mentoring are organizational approaches used to manage the diversity within the organization. The equal opportunities of the training and development and learning could be provided for all staff members for reducing the diversity of the workplace by improving their skills, knowledge, and work competences of the diverse workforce (CTI Reviews, 2016). The coaching and mentoring are also workforce diversity management programs that focus on educating the employees for the awareness of the diversity needs of the organization and teaching them about different cultural patterns, environmental conditions, and business requirements in the environment of risks and uncertainties. The training, learning, coaching, and mentoring improve the problems-solving skills, decision-making skills, managerial skills, communication skills, technological knowledge and job competences of the staff members for preparing them to work in the diverse work environment (Barak, 2016). The employers are accepting the diversity challenges by focusing on integrating CSR and ethics into the HRM practices for providing the equal treatment to all employees by recruiting the skilled and deserving candidates on the basis of their capabilities, skills, knowledge, and work experiences. For example, the ethical code of conduct is a diversity management initiative that some employers follow by issuing a code of ethics to all its employees that will treat all employees in same manner based on the equality, transparency, fairness, and accountability of the working practices. The employers in Australia have been recruiting the over half diverse workforce for the technical, operations, marketing, managerial, accountants, and labor class jobs that will assist in developing the productive workplace by combining the skills, knowledge, efforts, and performances of the diverse workforce for the attainment of common goals and objectives. The cross-cultural technological training is also a part of the cultural diversity management programs, provided by the top technological companies, such as Intel, Apple, Samsung, for reducing the cultural diversity impact at the workplace. The cross-cultural training provides the employees an understanding of the different cultures, traditions, languages, and regional issues. The diversity training programs is provided for enhancing the awareness of the diversity and educating the employees about the business care for diversity. Through diversity training, the managerial staffs and executive employees learn the norms, values, cultures, customs, traditions, and language preferences of different cultural environments (Deresky and Christopher, 2015). The employee participation and engagement is an initiative adopted by the employers and managers for reducing the diversity related issues by allowing the participation of all employees in the company meetings, seminars, events, decision-making process that will assist to enhance the employee motivation, morale, and job satisfaction. Conclusion From the above studies, it can be concluded that the workforce diversity has become an increasingly issue for the Australian firms affecting the HRM practices, strategies, and planning. The employers and managers are now becoming more attentive to the workforce diversity management by reducing the discrimination, prejudice and inequality on the basis of age, race, gender, sex, religion and gender. The most of the employers in the Australian context are paying great attention to manage the diversity issues and challenges in the workplace by integrating the CSR and ethics into the HRM practices for providing the equal treatment to all employees that will assist to overcome the growing diversity challenges and discriminating employment practices. The diversity map shows the organization with the diverse workforce including the employees from different age groups, races, cultural background, genders, and physical and mental abilities. References Assaf, J. (2015). Diversity in the Workplace. [Online]. Available at: https://www.dss.gov.au/our-responsibilities/settlement-and-multicultural-affairs/programs-policy/a-multicultural-australia/programs-and-publications/1995-global-cultural-diversity-conference-proceedings-sydney/economic-aspects-of-diversity/diversity-in-the-workplace. (Accessed: 8 April 2017). The Australian Department of Human Service (2015). Workplace Diversity and Inclusion. [Online]. Available at: https://www.humanservices.gov.au/corporate/careers/workplace-diversity-and-inclusion. (Accessed: 8 April 2017). The Australian Public Service Commission (2015). Workplace Diversity Program 2014-2017. [Online]. Available at: https://www.naa.gov.au/about-us/employment/workplace-diversity-program/index.aspx. (Accessed: 8 April 2017). Australian Human Rights Commission (2015). Cultural Diversity in the Workplace. [Online]. Available at: https://www.humanrights.gov.au/news/speeches/cultural-diversity-workplace-0. (Accessed: 8 April 2017). Barak, M. E. M. (2016). Managing Diversity: Toward a Globally Inclusive Workplace. Canada: Sage Publication. Bendi, R., Bleijenbergh, I., Henttonen, E., and Mills, J. A. (2015). The Oxford Handbook of Diversity in Organizations. London: Oxford University Press. Canas, K. and Sondak, H. (2014). Opportunites and Challenges of Workplace Diversity: Theory, Cases and Exercises. Australia: Pearson Education. CTI Reviews (2016). Opportunities and Challenges of Workplace Diversity: Business, Business. London: Cram 101 Textbooks Reviews. Deresky, H. and Christopher, E. (2015). International Management: Managing Cultural Diversity. Australia: Pearson Higher Education. French, E., Burgess, J., and Strachan, G. (2009). Managing Diversity in Australia: Theory and Practice. Australia: McGraw-Hill. Hartel, J. E. C. and Fujimoto, Y. (2014). Human Resource Management. Australia: Pearson Education. Optus (2015). Why Diversity in the Workplace is important. [Online]. Available at: https://blog.optus.com.au/business/diversity-workplace-important/. (Accessed: 8 April 2017). SBS (2015). Australian Companies Promote Workplace Diversity. [Online]. Available at: https://www.sbs.com.au/news/article/2015/02/03/australian-companies-promote-workplace-diversity. (Accessed: 8 April 2017). SBS (2015). Australian Employers Encouraged to create Workplace Diversity. [Online]. Available at: https://www.sbs.com.au/news/article/2015/06/26/australian-employers-encouraged-create-workplace-diversity. (Accessed: 8 April, 2017).