January 2009

I came across this on Fortifyyouroasis and then found this as a consequence.¬† I really planned on keeping it for later in the year, but well, it made me laugh a lot so I had to share….Plus, it’s actually rather brilliant.

(yes, I know I’m being vague, but I really want you to read it and I don’t want to give the game away…)

updated: link fixed – sorry about that.

Here’s one for you….

How do you define diversity? Because I keep finding it defined differently, each time leaving out a particular group, or even only naming certain groups. Wikipedia defines diversity as having several different meanings.
I think it is often used as a catchall phrase, thrown into conversation. But without having a clear cut definition maybe we are weakening it. I suppose what I mean is that we are perhaps making people think of it as only including x or y groups. Maybe we don’t need a definition of it? I know that when I see the word without qualification I think it includes me, but when I see¬†groups listed out, I am frustrated at not being included. Surely, diversity should recognise difference. If we start to qualify or limit what differences we consider when talking of diversity, we are weakening it. Surely talk of diversity has to be inclusive? And if its not, isn’t it discriminatory?

I’m not sure about this, all I know is that broad brush strokes don’t change the details that make a difference in people’s lives.

Found this article in the Sunday Business Post. Nice to see someone being optimistic. More than anything though – the point is well made: preparation is key – have a good think about what you want to do and consider all the factors as best you can. This applies to all of us really especially now.

This article in the Irish Times caught my attention. Without really talking about mental health management in name (a whole other post or series of posts), it is talking about how the workplace, employers, approach health issues. The figures didn’t surprise me unfortunately, but the obvious jumps out at me. If employers want to minimise health issues for staff, minimise turnover and long periods of leave, then surely prevention is better than cure?

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