University Ethics, Diversity and Cultural Competency Project

This project delves into the critical intersection of ethics, diversity, and cultural competency within a leadership context. It begins by establishing a conceptual framework, specifically employing a "Model of Ethical Decision Making" to evaluate cultural competency levels, emphasizing human rights, individual values, and societal inclusion. The project then scrutinizes ethical practices, addressing issues like gender wage gaps, underrepresentation of women, and the importance of cultural knowledge. It emphasizes diversity and inclusiveness, advocating for comprehensive approaches and individual-level examinations of attitudes. The project further explores team structuring and functioning, highlighting various collaboration and communication mechanisms. Finally, it proposes creative solutions, including female leadership approaches and awareness methods. The project's goal is to demonstrate the significance of ethical frameworks, diversity management, and cultural competence in shaping organizational behavior and decision-making processes. The project concludes with a detailed reference list to support the claims.

ETHICS, DIVERSITY
AND CULTURAL
COMPETENCY
Student Id:

PURPOSE
To Demonstrate:
 The Conceptual Framework of Cultural Competency to Evaluate
Problem.
 Ethical Practices that can Arise as a Problem.
 Impact of Culture Diversity, Ethics and Cultural Competency in
Decision Making.
 Effective Collaborative and Communication Styles.
 Some Suggestions to the Problems.

CONCEPTUAL FRAMEWORK
“Model of Ethical Decision Making”
 A Tool that Evaluate Cultural Competency Levels.
 Adopts Different Framework on Human Rights.
 Integrated with Inherent Values and Individual’s Thoughts.
 It should include different capacities to:
Conduct self assessment

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Manage Difference amongst Societal Groups, and
Incorporate several aspects served by different society and
communities.
 The Framework Correlation’s Inclusion Important Areas:
Organizational Level: A Comprehensive and Co-ordinated
Approach
Individual Level: Examination of individual’s Attitudes and
Associated Values

ETHICAL PRACTICES
The population level of the society and the
associated cultural values.
Presence of gender wage gap scenario.
Impacts of the lack of the gender diversity approach.
The issue of the under representation of the women.

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The cultural knowledge among the other dominant
cultural groups.
The concept of the cultural competency level.

DIVERSITY AND INCLUSIVENESS
Inclusion of different set of values in Framework.
Involvement of Different Consumers and the Other
Society’s Member
Improve degrees of awareness and the integration
process
Need a comprehensive and a coordinated approach

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Examination of the individual attitudes and the associated
values
Mandate varying degrees of the cultural competence.
The concepts of the cultural and the linguistic level of
competence

TEAM STRUCTURING AND FUNCTIONING
The different form of collaboration,
The different mechanisms of partnerships
The other communication networks
Works as an Expertise and have collaborative
approach.

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Different programs of the learning and the leadership
styles.
new form of efficiencies and competitive
advantages.
A strategic form of alliance with more than one
partner firms.

CREATIVE SOLUTIONS
Existence of minimum level of the collaboration
approach
Regulations following the framework of leadership.
Approach of the female leadership in the
organization
Removal of the glass ceiling.

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Awareness methods and Cultural Sensitivity
approach.
Establishing an effective mode of communication.
the gender diversities in the various law enforcement
agencies.

REFERENCES
Chapman, C. H., & Jagsi, R. (2017). The ethical imperative and evidence-based strategies to ensure equity and diversity in radiation oncology. International
Journal of Radiation Oncology• Biology• Physics, 99(2), 269-274.
Dixon, S. (2018). The relevance of spirituality to cultural identity reconstruction for African-Caribbean immigrant women. In Counselling in Cultural
Contexts (pp. 249-270). Springer, Cham.
Edwards, L. H., Holmes, M. H., & Sowa, J. E. (2019). Including women in public affairs departments: Diversity is not enough. Journal of Public Affairs
Education, 25(2), 163-184.
Edwards, L. H., Holmes, M. H., & Sowa, J. E. (2019). Including women in public affairs departments: Diversity is not enough. Journal of Public Affairs
Education, 25(2), 163-184.
Engseth, E. (2018). Cultural competency: A framework for equity, diversity, and inclusion in the archival profession in the United States. The American
Archivist, 81(2), 460-482.
Evans, M. D. (2018). Gender representation in MPA ethics courses. Journal of Public Affairs Education, 24(3), 342-360.
Feize, L., & Gonzalez, J. (2018). A model of cultural competency in social work as seen through the lens of self-awareness. Social Work Education, 37(4), 472-
489.
Getha-Taylor, H., Holmes, M. H., & Moen, J. R. (2020). Evidence-based interventions for cultural competency development within public
institutions. Administration & Society, 52(1), 57-80.
Greene-Moton, E., & Minkler, M. (2020). Cultural Competence or Cultural Humility? Moving Beyond the Debate. Health promotion practice, 21(1), 142-145.
Kulik, C. T., & Metz, I. (2017). Women at the top. The Oxford handbook of strategy implementation, 239-281.
Milton, C. L. (2016). Ethics and defining cultural competence: An alternative view. Nursing science quarterly, 29(1), 21-23.
Mizock, L., & Lundquist, C. (2016). Missteps in psychotherapy with transgender clients: Promoting gender sensitivity in counseling and psychological
practice. Psychology of Sexual Orientation and Gender Diversity, 3(2), 148.
Moreno-Gómez, J., Lafuente, E., & Vaillant, Y. (2018). Gender diversity in the board, women’s leadership and business performance. Gender in Management:
An International Journal.
Talwar, S. (2017). Ethics, law, and cultural competence in art therapy.
Weimer, N., & Zemrani, A. (2017). Assessing the level of cultural competencies in public organizations. Public Administration Quarterly, 273-296.

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