Faq's
FREQUENTLY ASKED QUESTIONS
1. What is “diversity”?
Diversity acknowledges differences – differences in age, race, religion, color, national origin, gender, disability, sexual orientation, socioeconomic status and unique individual style.
2. Is diversity another buzz word for equal opportunity?
No it is not. Equal opportunity ensures that all faculty, students, staff, and applicants for employment and academic programs are treated fairly and equitably without regard to age, ethnicity, disability, marital status, national origin, race, religion, sex, sexual orientation, or veteran status.
3. What exactly is discrimination?
Discrimination consists of treating individuals or specific groups of people differently because of age, ethnicity, disability, marital status, national origin, race, religion, sex, sexual orientation, or veteran status.
4. What is cultural competency?
Cultural competency focuses on developing skills to accomplish work-related and services-oriented goals. Staff can develop competency-based skills by becoming aware, understanding, and respecting cultural world views of persons different than themselves - staff, patients and their families, and residents in the communities where we provide services.
5. What is general harassment?
General harassment consists of inappropriate conduct that is not predicated on the basis of age ethnicity, disability, marital status, national origin, race, religion, sex, sexual orientation, or veteran status; example: teasing or making disparaging remarks about an employee who is a smoker.
6. What is the legal standard that characterizes sexual and other types of illegal harassment?
Sexual harassment is a form of illegal harassment that includes inappropriate practices and behaviors ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment. Other types of illegal harassment include inappropriate practices and behaviors such as jokes, disparaging remarks, etc., based upon a person’s age ethnicity, disability, marital status, national origin, race, religion, sex, sexual orientation, or veteran status.
7. How is illegal harassment different from general harassment?
Illegal harassment is recognized as harassment that includes inappropriate conduct (jokes. comments, etc.) about a person’s age ethnicity, disability, marital status, national origin, race, religion, sex, sexual orientation, or veteran status.
8. What is the justification for passage of New Jersey Senate Bill No. S144 requiring new physicians to receive cultural competency-based training prior to receiving licensure?
The purpose of the bill is to ensure that physicians are equipped with knowledge and skills for treating diverse populations of peoples of color. Many minority groups experience health disparities and possess unique cultural world views about health and illness. Cultural and other differences often impact upon physician’s diagnosis and treatment, and patient compliance with Western medical protocols.
9. Why is cultural competency-based training critical to UMDNJ’s overall organizational success?
Competency-based training is critical to UMDNJ s organizational success because New Jersey is one of the most culturally diverse states in the nation, and our student, staff and patient/consumer populations reflect that diversity.
10. Why are accommodations for disabilities and religious observances not considered special treatment?
Accommodations for disabilities and religious observances are not considered special treatment but rather, mechanisms for removing or minimizing barriers and/or for granting access to staff and students who have unique needs. Providing accommodations ensure that individuals are not penalized for disabilities or need to acknowledge religious observances, thus giving them an equal opportunity to satisfactorily perform on the job and/or academically.
