Diveristy

Assignment is attached, as well as an example of the assignment (the example is just to look at and not to be used in any word or design).
englishdiversity
ATTACHED FILE(S)
Diversity and Inclusion Workshop
Because of your recent training from this class you have been
selected by your employer to serve as the new diversity and inclusion
officer for your organization. Your first task is todesign an interactive
2 hour workshop to address diversity and/or inclusion in your
organization. You will either select one of the provided options (listed
below) or create your own workshop that connects to the them of
leadership in a diverse world.
You will have some creative freedom in this assignment, meaning, I
am not going to limit you to how you present your workshop to me so
you can do a video, storyboard, paper, electronic presentation, etc.
You obviously will not be hosting the workshop because of time
constraints but you are creating the structure (think lesson plan) for
what you would discuss in the workshop, the activities you have the
participants complete, defining the goals and outcomes/objectives for
the workshop. Reminder the workshop is suppose to last 2 hours so
how do you keep people engaged in these topics for that amount of
time?
Remember to cite your references and resources. You have been
provided a lot of resources thus far (readings, videos, activities, etc)
that you can utilize but there are many more resources available so
push yourself to create a workshop you want to attend and learn from
as a team member of your organization.
Remember you can select one of the following workshop options or
create your own.
Option #1
Confronting Unconscious Bias in the Workplace
All groups, organizations, and companies are faced with the critical
responsibility of acknowledging and disrupting biases. In this
workshop you need to:
• Address how biases affects decision-making and
• Explore the impact of three kinds of bias: implicit or unconscious
bias, cultural bias and systems bias
• Bring an awareness to and steps towards disrupting unconscious
and cultural biases within a team, organization, group, or
company
Option #2
Diversity and Inclusion: What Every Leader Needs to Know
Inclusive workplaces are promised to be the heart of innovation and
are the key to optimizing the health and well-being of employees. The
capacity for leaders and colleagues to model inclusive attitudes,
language and behaviors is the litmus test of the collective commitment
to empowering each other to be and perform our best. Failure to
demonstrate inclusivity at work drives people away, harbors
discrimination, normalizes inequity and has a direct impact on the
mental health of our workplace.
In this workshop you need to:
• Explore and discuss how issues of diversity, inclusion, and
exclusion are reflected in the workplace environment.
• Explore individual identities
• Build awareness of others identities
Bias in The Workplace workshop
This workshop will acknowledge biases and address how biases affect decision making.
Three kinds of biases will be covered: Implicit or unconscious biases, cultural biases and system
biases.
Awareness will be taken towards disrupting unconscious and cultural biases within our
organization.
Two-hour workshop for employees (20 in attendance)
Held Inhouse at Headquarters in Training Room which contains an overhead projector, arranged
with 20 desks equipped with computers for training/testing accessibility.
1. All employees are notified to attend workshop with Email correspondence.

Meeting Started with an Ice Breaker- 10 minutes
The workshop will start with an ice breaker were everyone will introduce themselves and
share a foreign country they have visited or would like to visit. (Nittle, 2019)

2. Video Don’t put People in boxes. https://youtu.be/zRwt25M5nGw – 4.4 minutes
Have employees watch video illustrating when we label people and put them in different
boxes, we don’t see PEOPLE for who they truly are. This video proves that we have a lot
more in common than we think, and we should keep that in mind when we encounter
anyone who might seem different than we are. (Don’t Put People in Boxes, You Tube,
2017)

3. Explain the definition of Unconscious bias and show some examples of Real-life
Unconscious Workplace biases – 10 minutes
This candidate sounds Great! Resumes are a consistent source of unconscious bias. A
person’s name along with associated biases may impact some decisions of a resume
instead of their qualifications listed. (ELI, 2016)
She’s not great with computers. Do not evaluate competency based on age. Quality
could be sacrificed, or an innovative idea may be missed based on experience. (ELI,
2016)
You remind me of someone I know. This is an unconscious bias can be influenced by
opinions you have about someone else that the individual reminds you of. (ELI, 2016)
He speaks the language. Do not make assumptions based on an individual’s ethical
background. Example an African American manager was hired for the Urban project
because “He speaks the language”. (ELI, 2016)

4. IAT Test – 30 minutes
Have the employees locate the Project Implicit site and login under the Social Attitudes
IAT test category selecting the Male with Science and Female with Liberal Arts test.
https://implicit.harvard.edu/implicit/


https://implicit.harvard.edu/implicit/
5. Video You’re Not Biased Right? Implicit Bias IAT Testing explained. – 6.19 minutes

The IAT measures the strength of associations between concepts (ex. Female/Male and
Science/Liberal Arts). The main idea is that making a response is easier when closely
related items share the same response key. We would say that one has an implicit
association between Male and ‘Science’ relative to Female and ‘Science’ if they are
faster to categorize words when Male and ‘Science’ share a response key relative to when
Female and ‘Science’ share a response key. (Project Implicit, 2011)

Refer to the PowerPoint on Unconscious Biases and discuss the test on the Project
Implicit website – 30 minutes
Show the statistics percentage of web respondents with each score. Discuss the test
experience. Employees can reflect their reaction to the tests, and feelings about the results
and or personal experiences that may have influenced their results.

6. Explain the definition of Cultural bias and explain how cultures within an organization
influence leadership *Quotes* – 10 minutes
Gender Perceptions: Masculine and Feminine Roles
Women verse Men in leadership roles. The traditional roles of men being better leaders because
they have more authority, focus and drive is outdated.
Woman have more teacher like qualities and tend to be motivational than threatening. (Chin &
Trimble, 2015)
Minority Leaders
Diversity should be viewed as an advantage. How they manage bias related to their social
group membership is called “identity management”. Which is a framework of policies
and technologies for ensuring that the proper people in an enterprise have the appropriate
access to technology resources. (Identity Management, Wikipedia. 2020)
“Minority Leaders have to work twice as hard to get half as far”. (Chin & Trimble, 2015)
Religious Beliefs
“I’m a very spiritual person and sometimes I think that creates problems for my
colleagues who tend to be scientifically mattered”. (Chin & Trimble, 2015)
An organization must adopt a rule of tolerance to diversity.
Creating an Inclusive Environment
Diversity an advantage to an organization. When Inclusion is strong, employees feel
valued. They serve customers better and we are better off as an organization. (Groysberg,
& Connolly, 2013)

View Video Blind Spots: Overcoming Stereotypes.
https://www.youtube.com/watch?v=6_yIevcJCPc 3.25 minutes
This video helps to flip stereotypes and Stereotypes can influence our perception of who’s
the “right fit.” They may create a roadblock towards our destination.



7. Explain the definition of Systemic bias and steps to address Systemic bias – 10 minutes
Exclusive and hostile work environments
What is being done in the organization to address inequitable treatment. How is the
situation dealt with? (Gassman, 2019)
Similar-to-me bias
This is the phenomenon of individuals favoring others who are like them. This can
present a problem in the workplace of not properly addressed. Such as favoring hiring
only males. Which would widen the gap of inequality. (Gassman, 2019)
The network gap
Individuals have an advantage in the network based on know they know to get their foot
in the door. This can further inequality. Companies should go back to the more traditional
hiring methods, such as candidates who apply online. (Gassman, 2019)
Structural racism
It is defined as “the complex system by which racism is developed, maintained and
protected.” White privilege is one such example, it can cause problems if it is not
addressed in the workplace. Education is one of the greatest tools to deconstruct this form
of racism. (Gassman, 2019)

8. View Video Blind Spots: Broadening Perspectives.
https://www.youtube.com/watch?v=HbBTM8bJt8Q 3.24 minutes
It’s natural to gravitate towards people who are like us. But making decisions solely on
who we’re comfortable with can cause tunnel vision.

References
Cultural Bias, Wikipedia, 2020, en.wikipedia.org.
Don’t Put People in Boxes. New Hope Church, You Tube, 2017, http//www.youtube.com
DuBrin, A. J. (2013). Leadership: research findings, practice, and skills (7th ed.). Australia:
Five real-world examples of unconscious bias, ELI, 31 Mar. 2016, www.eliinc.com.Cengage.
Gassam, Janice. Your Unconscious Bias Trainings Keep Failing Because You’re Not Addressing
Systemic Bias, Forbes, 29 Dec. 2019.
Groysberg, Boris, and Connolly, Katherine. “Harvard Business Review.” Great Leaders Who
Make the Mix Work, Sept. 2013, hbr.org.
Identity Management, Wikipedia. 2020, en.wikipedia.org.
Nittle Kareem, Nadra. 5 Ways to Make Your Diversity Workshop a Success, 2 Mar. 2019,
thoughtco.com.

http://www.eliinc.com.cengage/
Project Implicit, Skinclusion, 2011, http://implicit.harvard.edu/implicit/
Ryan, Ann Marie. Navigating stereotype threat and identity management in the workplace,
Rework, 4 Feb. 2006, rework.withgoogle.com.
Reiner Baily, 12 Unconscious Bias Examples and How to Avoid Them in the Workplace, Builtin,
12 Aug. 2019, builtin.com.
This test reveals implicit biases you don’t know you have, The Christian Science Monitor, 16 Jan.
2018, www.youtube.com.
Systemic Bias, Wikipedia. 2020, en.wikipedia.org.
Unconscious Bias training, Wikipedia. 2020, en.wikipedia.org.

http://implicit.harvard.edu/implicit/
http://www.youtube.com/
UNCONSCIOUS
BIAS
IN THE
WORKPLACE
This Photo by Unknown Author is licensed under CC BY-SA
https://blog-youth-development-insight.extension.umn.edu/2015/10/me-biased-implicit-bias-in-youth-work.html
https://creativecommons.org/licenses/by-sa/3.0/
https://creativecommons.org/licenses/by-sa/3.0/
https://creativecommons.org/licenses/by-sa/3.0/
VIDEO: DON’T PUT PEOPLE IN BOXES
Introduction Showing How We Unconsciously Put People in Categories4.4 minutes
When we label people and put them in different boxes, we don’t see PEOPLE for who they truly are. This video proves that we have a
lot more in common than we think, and we should keep that in mind when we encounter anyone who might seem different than we are.
(Don’t Put People in Boxes, You Tube, 2017)

Meeting Started with an Ice Breaker- 10 minutes
The workshop will start with an ice breaker were everyone will introduce themselves and share a foreign country they
have visited or would like to visit. (Nittle, 2019)

ICEBREAKER

WHAT IS AN
UNCONSCIOUS BIAS?

 Unconscious (or implicit)
biases are learned
stereotypes that are
automatic, unintentional,
deeply ingrained, universal,
and able to influence
behavior. (Unconscious Bias,
Wikipedia. 2020)

This Photo by Unknown Author is licensed under CC BY-NC-ND
The Science of What Keeps Us Apart
https://creativecommons.org/licenses/by-nc-nd/3.0/
https://creativecommons.org/licenses/by-nc-nd/3.0/
https://creativecommons.org/licenses/by-nc-nd/3.0/
https://creativecommons.org/licenses/by-nc-nd/3.0/
https://creativecommons.org/licenses/by-nc-nd/3.0/
FOUR REAL LIFE EXAMPLES OF WORKPLACE UNCONSCIOUS BIAS
1. This candidate sounds great!
 Resumes are a consistent source of unconscious
bias. A person’s name along with associated biases
may impact some decisions of a resume instead of
their qualifications listed. (ELI, 2016)

2. She’s not great with computers.
 Do not evaluate competency based on age. Quality
could be sacrificed, or an innovative idea may be
missed based on experience. (ELI, 2016)

3. You remind me of someone I know.
 This is an unconscious bias that can be influenced
by opinions you have about someone else that
the individual reminds you of. (ELI, 2016)

4. He speaks the language.
 Do not make assumptions based on an individual’s
ethical background. Example an African American
manager was hired for the Urban project because
“He speaks the language”. (ELI, 2016)

VIDEO YOU’RE NOT BIASED RIGHT? IMPLICIT BIAS IAT TESTING EXPLAINED

Implicit Bias Testing Explained 6.19 minutes
The IAT measures the strength of associations between concepts (ex. Female/Male and Science/Liberal Arts). The main idea is that
making a response is easier when closely related items share the same response key. We would say that one has an implicit
association between Male and ‘Science’ relative to Female and ‘Science’ if they are faster to categorize words when Male and
‘Science’ share a response key relative to when Female and ‘Science’ share a response key. (Project Implicit, 2011)

Refer to the graph on Unconscious Biases and discuss the test on the Project Implicit website – 30 minutes
Show the statistics percentage of web respondents with each score. Discuss the test experience. Employees can reflect their reaction to
the tests, and feelings about the results and or personal experiences that may have influenced their results.

IAT Test – 15 minutes
Have the employees locate the Project Implicit site and login under the Social Attitudes IAT test category selecting the
Male with Science and Female with Liberal Arts test. https://implicit.harvard.edu/implicit/

IAT TEST GENDER/SCIENCE TEST

https://implicit.harvard.edu/implicit/



IAT TEST- GENDER-SCIENCE
23%
29%
18%
19%
6%
4%
1%
0% 5% 10% 15% 20% 25% 30% 35%
Strong automatic association of Male with Science and Female with Liberal Arts
Moderate automatic association of Male with Science and Female with Liberal Arts
Slight automatic association of Male with Science and Female with Liberal Arts
Little to no automatic preference between gender and academic domains
Slight automatic association of MaleLiberal Arts and Female with Science
Moderate automatic association of Male with Liberal Arts and Female with Science
Strong automatic association of Male with Liberal Arts and Female with Science
Percent of web respondents with each score
This distribution summarizes 628,295 IAT scores for the Gender-Science task completed between January 2003 to December 2015 (Project Implicit, 2011)

WHAT IS A
CULTURAL BIAS
Cultural bias is the phenomenon of
interpreting and judging phenomena by
standards inherent to one’s own culture.
(Cultural Bias, Wikipedia. 2020)
This Photo by Unknown Author is licensed under CC BY-ND
http://theconversation.com/spot-the-difference-how-unconscious-gender-bias-leads-to-missed-opportunities-6459
https://creativecommons.org/licenses/by-nd/3.0/
https://creativecommons.org/licenses/by-nd/3.0/
https://creativecommons.org/licenses/by-nd/3.0/
FOUR EXAMPLES OF WORKPLACE CULTURAL BIAS
 Women verse Men in leadership roles. The traditional
roles of men being better leaders because they have
more authority , focus and drive is outdated.
Woman have more teacher like qualities and tend to be
motivational than threatening. (Chin &Trimble, 2015)

2. Minority Leaders
 Diversity should be viewed as an advantage. How they
manage bias related to their social group membership is
called “identity management”. Which is a framework of
policies and technologies for ensuring that the proper
people in an enterprise have the appropriate access to
technology resources. (Identity Management, Wikipedia.
2020)

3. Religious Beliefs
 “I’m a very spiritual person and sometimes I think that
creates problems for my colleagues who tend to be
scientifically mattered”. (Chin & Trimble, 2015)
An organization must adopt a rule of tolerance to
diversity.

4. Creating an Inclusive Environment
Diversity an advantage to an organization. When
Inclusion is strong, employees feel valued. They
serve customers better and we are better off as an
organization. (Groysberg, & Connolly, 2013)

1. Gender Perceptions
View Video Blind Spots: Overcoming Stereotypes.


WHAT IS A
SYSTEMIC BIAS?
also called institutional bias, is the
inherent tendency of a process to
support particular outcomes. The term
generally refers to human systems such
as institutions; the equivalent bias in
non-human systems. (Systemic Bias,
Wikipedia. 2020)
This Photo by Unknown Author is licensed under CC BY-ND
https://deepdiversity.animaleadership.com/2015/10/28/bias-and-racism-in-the-workplace-a-case-study/
https://creativecommons.org/licenses/by-nd/3.0/
https://creativecommons.org/licenses/by-nd/3.0/
https://creativecommons.org/licenses/by-nd/3.0/
FOUR EXAMPLES OF WORKPLACE SYSTEMIC BIAS
 What is being done in the organization to
address inequitable treatment. How is the
situation dealt with? (Gassman, 2019)

2. Similar-to-me bias
 This is the phenomenon of individuals favoring
others who are like them. This can present a
problem in the workplace of not properly
addressed. Such as favoring hiring only males.
Which would widen the gap of inequality.
(Gassman, 2019)

3. The Network Gap
 Individuals have an advantage in the network based on
know they know to get their foot in the door. This can
further inequality. Companies should go back to the more
traditional hiring methods, such as candidates who apply
online. (Gassman, 2019)

4. Environment Structural Racism

 It is defined as “the complex system by which racism is
developed, maintained and protected.” White privilege is
one such example, it can cause problems if it is not
addressed in the workplace. Education is one of the
greatest tools to deconstruct this form of racism.
(Gassman, 2019)

1. Exclusive and hostile work environments
View Video Blind Spots: Broadening Perspectives.


REFERENCES
Cultural Bias, Wikipedia, 2020, en.wikipedia.org.
Don’t Put People in Boxes. New Hope Church, You Tube, 2017, http//www.youtube.com
DuBrin, A. J. (2013). Leadership: research findings, practice, and skills (7th ed.). Australia:
Five real-world examples of unconscious bias, ELI, 31 Mar. 2016, www.eliinc.com.Cengage.
Gassam, Janice. Your Unconscious Bias Trainings Keep Failing Because You’re Not Addressing Systemic Bias, Forbes, 29 Dec.
2019.
Groysberg, Boris, and Connolly, Katherine. “Harvard Business Review.” Great Leaders Who Make the Mix Work, Sept.
2013, hbr.org.
Identity Management, Wikipedia. 2020, en.wikipedia.org.
Nittle Kareem, Nadra. 5 Ways to Make Your Diversity Workshop a Success, 2 Mar. 2019, thoughtco.com.
Project Implicit, Skinclusion, 2011, http://implicit.harvard.edu/implicit/
Ryan, Ann Marie. Navigating stereotype threat and identity management in the workplace, Rework, 4 Feb. 2006,
rework.withgoogle.com.
Reiner Baily, 12 Unconscious Bias Examples and How to Avoid Them in the Workplace, Builtin, 12 Aug. 2019, builtin.com.
This test reveals implicit biases you don’t know you have, The Christian Science Monitor, 16 Jan. 2018, www.youtube.com.
Systemic Bias, Wikipedia. 2020, en.wikipedia.org.
Unconscious Bias training, Wikipedia. 2020, en.wikipedia.org.

http://www.eliinc.com.cengage/
http://implicit.harvard.edu/implicit/
http://www.youtube.com/
DIVERSITY IN THE WORKPLACE Establishing an Inclusive Culture
OUTCOMES
 Outline diversity, inclusion, and exclusion in
the workplace environment
Explore individual identities
Build awareness of others identities
ACTIVITY – DON’T
DROP THE BALL!
 Pass the ball to someone in the group
 When a group member catches the ball
identify the number on the ball where the
individual’s right thumb landed
 The facilitator will ask a question about
diversity in which the answer will pertain
specifically to that individual
 Once the ball has made it to the whole
group it will be passed back in reverse
order
 The facilitator will then ask a question
that involves the individual creating
inclusivity in a diverse workplace
 Team members will have one minute to
give their response

DIVERSITY, INCLUSION, AND
EXCLUSION
What is it?
DIVERSITY
 The definition of diversity:
“having distinct or unlike elements”
In the workplace diversity
consists of hiring team members
who are comprised of different
internal and external dimensions
DIVERSITY
External Dimensions
 Income
 Location
 Religion
 Marital Status
 Parental Status

Internal Dimensions
 Race
 Ethnicity
 Age
 Gender
 Sexual Orientation
INCLUSION
 Defined: “An inclusive culture indicates a climate in which
respect, equity, and positive recognition of differences are all
cultivated, and the social and institutional response to disability
poses no barrier to a positive employment experience.”
 Inclusion in the workplace not only recognizes an
individuals unique identifiers but celebrates that as
unique strengths that are valuable to the team’s success
EXCLUSION
 In the workplace: Acts of exclusion can lead to employees not
feeling comfortable voicing their opinion or contributing to the
team. When they feel left out, they slowly stop participating, which
leads to fewer bonds with teammates and less involvement at work.
 Acts of exclusion are a form of workplace bullying.This happens
when team members are explicitly or implicitly discriminated
against for their diverse backgrounds
ACTIVITY – PUT IT
TO PRACTICE!
 Group members will be put in pairs
 Throughout the room there are 7
scenarios on the wall
 Each scenario outlines an individual
being made victim to acts of exclusion
 Each pair will come up with a resolution
to how they would turn the scenario into
one of inclusion
 Pairs will have 3 minutes for each
scenario to come up with a resolution
EXPLORING INDIVIDUAL IDENTITIES Steps to Self-Awareness
INDIVIDUAL IDENTITY
 It is essential to inclusivity to understand one’s own individual
identifiers.This allows self-awareness and the ability to understand
how those identifiers impact the workplace.
 Two questions to ask when highlighting individual identifiers are:
 What external and internal dimensions do identify by?
 How do these act as strengths?
ACTIVITY – MIND
MAP!
 Individual Activity
 Group members will start from the
center which is their name
 From the middle the group member will
connect external and internal
identifiers
 Each group member will the connect
from there how each one can be
identified as a strength
 Each team member will be given 2
minutes to map out these
identifiers/strengths and 1 minute to
discuss with the group what they
mapped
EXPLORING OTHERS IDENTITIES Steps to Cultural-Awareness
CULTURAL-AWARENESS
 A first step to becoming more culturally aware in the workplace is
through communication.Taking the time to understand how people
identify shows respect for those cultural differences
 In order to take that respect and generate an inclusive culture
begin to implement activities that celebrate the differences of the
diverse workforce
ACTIVITY – TALK IT
OUT!
 Group members will pair up
 Share and write down three
takeaways from the training
 Share how you can implement those
takeaways in the workplace
RECAP
 Outline diversity, inclusion, and exclusion in
the workplace environment
Explore individual identities
Build awareness of others identities
REFERENCES
– Diversity is nothing without an inclusive workplace culture,
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
– Diversity in the Workplace, https://www.encyclopedia.com/finance/finance-and-
accounting-magazines/diversity-workplace
– Workplace Bullying Exists in the Form of Exclusion,

Workplace Bullying Exists in the Form of Exclusion


– https://www.youtube.com/watch?v=57FMau29O_g
– Seven practices you can implement to increase cultural awareness in the workplace,
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-
to-increase-cultural-awareness-in-the-workplace
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.servicefutures.com/diversity-nothing-without-inclusive-workplace-culture
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace
https://www.encyclopedia.com/finance/finance-and-accounting-magazines/diversity-workplace

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion

Workplace Bullying Exists in the Form of Exclusion




https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace
https://www.deakinco.com/media-centre/article/seven-practices-you-can-implement-to-increase-cultural-awareness-in-the-workplace

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