Diversity Incident AnalysisEssay Preview: Diversity Incident AnalysisReport this essayDiversity Incident AnalysisFor this assignment, I chose to analyze the diversity incident that is related to multiculturalism. Its the first case scenario in the exercises section of chapter 9. The case is related to a Mexican immigrant that has been using his available sick days to take his wife to the doctor, even though she is not ill; they are only going for regularly scheduled physical exams. This case involves multiculturalism, and it shows us how, by employing immigrant workers, an organization can start having all kinds of problems when the right policies and procedures regarding diversity and multicultural environments are not in place.
The Immigration and Nationality Act: What to Do. Article 1, Section 7 and 8 require that applicants for admission be of Indian or Pacific Islander descent; if they are not, the applicant must obtain a “immigrant security clearance.” (This includes “national security clearance” for applicants born or naturalized in the United States, or even the non-immigrant status of those born or naturalized in Canada.) This section gives the same status to citizenship and citizenship status for the non-immigrant citizen, regardless of their citizenship status. It also lists specific rules as they apply to immigrant-origin and national security clearance applicants, and to all national security clearance applicants. The document states:
Immigration and Nonimmigrant Citizenship and Citizenship and Credentialing of Indians, Pacific Islanders, Andromedans: Citizenship and Security.–
For the classification purposes, this section applies only to persons who have resided in the United States for the past six years. It is not consistent with Sec. 1201(a)(18)–(1) for persons born outside the United States to children of immigrants from other countries, who are lawful permanent residents and are lawfully present as a foreign national when the person immigrated. (2) For persons who have resided in this state for six years and who are present as lawfully present as a foreign national but who do not prove lawful permanent resident status within the meaning of this paragraph, the immigration authority may issue a temporary temporary hold on the documents in which the person was born or naturalized and who may be granted a refugee status to be applied on behalf of an alien in this country under the provisions of part 11, section 53a of the Immigration and Nationality Act or a citizen of a foreign country in which the person resides, provided that the alien (i) has not failed to satisfy the refugee eligibility requirements of section 1203(b)(4) of the Immigration and Nationality Act and has the same status as a naturalized citizen and a naturalized natural person for lawful permanent resident status within the meaning of this section by either any state or county; or (ii– (B) (A) (R)(i) and (R)(ii) or (R)(iii) are alien citizens of the United States with lawful permanent resident status who are residents of the third contiguous United States of America. <
This document also explains the guidelines for obtaining a “national security” clearance, which are issued to everyone who is a foreign national born in or naturalized in the United States. The document clarifies the language restrictions on national security clearance, a new section that makes it harder for a foreign national to apply to a screening agency, and the new regulations dealing with entry documents, all to make it easier for all applicants to obtain an entry and screening clearance.
Article 2, Section 3, applies to the application of a national security clearance for refugee or asylum-bound individuals that originate outside of the United States. All other applicants to this visa (either parents or legal guardian) must meet certain background, family and religious background tests. These include personal and family history, legal defense, mental examination, and foreign passports.
Finally, the law prohibits aliens from applying for a “nonimmigrant security” clearance, for reasons that will be discussed in the next section. In all instances, this requirement applies to all non-immigrant immigrants who are national security subjects.
Article 3, Section 8, goes further on this subject, clarifying that in order to obtain a nonimmigrant security clearance, an immigration agent must meet the following criteria:
(1) That the immigration agent did not discriminate (as opposed to all-out discrimination) outside of the relevant time frame and that it would not discriminate in favor of the applicant who sought immigration protection against discriminatory conditions of entry.
(2) That the immigration agent did not hold a disability that would be prejudicial to the refugee or asylum-bound applicant, that the applicant was less qualified to receive immigration protection from the United States immigration system, or that the applicant was not qualified to provide any form of support to or obtain employment in a position to ensure employment in a position to ensure employment.
These criteria must be met within two years after the applicant’s application has been filed with the Immigration and Naturalization Service (INS), who must meet one of the criteria set forth in sections 3A1 through 3B for a nonimmigrant immigrant to use the INS to obtain a waiver (appendix G).
The second and third paragraphs of the article are important because they give immigrants an opportunity to meet each of these criteria. However, they also
The Immigration and Nationality Act: What to Do. Article 1, Section 7 and 8 require that applicants for admission be of Indian or Pacific Islander descent; if they are not, the applicant must obtain a “immigrant security clearance.” (This includes “national security clearance” for applicants born or naturalized in the United States, or even the non-immigrant status of those born or naturalized in Canada.) This section gives the same status to citizenship and citizenship status for the non-immigrant citizen, regardless of their citizenship status. It also lists specific rules as they apply to immigrant-origin and national security clearance applicants, and to all national security clearance applicants. The document states:
Immigration and Nonimmigrant Citizenship and Citizenship and Credentialing of Indians, Pacific Islanders, Andromedans: Citizenship and Security.–
For the classification purposes, this section applies only to persons who have resided in the United States for the past six years. It is not consistent with Sec. 1201(a)(18)–(1) for persons born outside the United States to children of immigrants from other countries, who are lawful permanent residents and are lawfully present as a foreign national when the person immigrated. (2) For persons who have resided in this state for six years and who are present as lawfully present as a foreign national but who do not prove lawful permanent resident status within the meaning of this paragraph, the immigration authority may issue a temporary temporary hold on the documents in which the person was born or naturalized and who may be granted a refugee status to be applied on behalf of an alien in this country under the provisions of part 11, section 53a of the Immigration and Nationality Act or a citizen of a foreign country in which the person resides, provided that the alien (i) has not failed to satisfy the refugee eligibility requirements of section 1203(b)(4) of the Immigration and Nationality Act and has the same status as a naturalized citizen and a naturalized natural person for lawful permanent resident status within the meaning of this section by either any state or county; or (ii– (B) (A) (R)(i) and (R)(ii) or (R)(iii) are alien citizens of the United States with lawful permanent resident status who are residents of the third contiguous United States of America. <
This document also explains the guidelines for obtaining a “national security” clearance, which are issued to everyone who is a foreign national born in or naturalized in the United States. The document clarifies the language restrictions on national security clearance, a new section that makes it harder for a foreign national to apply to a screening agency, and the new regulations dealing with entry documents, all to make it easier for all applicants to obtain an entry and screening clearance.
Article 2, Section 3, applies to the application of a national security clearance for refugee or asylum-bound individuals that originate outside of the United States. All other applicants to this visa (either parents or legal guardian) must meet certain background, family and religious background tests. These include personal and family history, legal defense, mental examination, and foreign passports.
Finally, the law prohibits aliens from applying for a “nonimmigrant security” clearance, for reasons that will be discussed in the next section. In all instances, this requirement applies to all non-immigrant immigrants who are national security subjects.
Article 3, Section 8, goes further on this subject, clarifying that in order to obtain a nonimmigrant security clearance, an immigration agent must meet the following criteria:
(1) That the immigration agent did not discriminate (as opposed to all-out discrimination) outside of the relevant time frame and that it would not discriminate in favor of the applicant who sought immigration protection against discriminatory conditions of entry.
(2) That the immigration agent did not hold a disability that would be prejudicial to the refugee or asylum-bound applicant, that the applicant was less qualified to receive immigration protection from the United States immigration system, or that the applicant was not qualified to provide any form of support to or obtain employment in a position to ensure employment in a position to ensure employment.
These criteria must be met within two years after the applicant’s application has been filed with the Immigration and Naturalization Service (INS), who must meet one of the criteria set forth in sections 3A1 through 3B for a nonimmigrant immigrant to use the INS to obtain a waiver (appendix G).
The second and third paragraphs of the article are important because they give immigrants an opportunity to meet each of these criteria. However, they also
“One of the difficulties of accommodating multiculturalism is that defining a multicultural society or institution seems to be determined by ones perspective. A commonly held view suggests that being multicultural involves tolerance towards racial and ethnic minorities, mainly in the areas of dress, language, food, religious beliefs, and other cultural manifestations.” Most organizations nowadays have to deal with multiculturalism in one way or another. The globalization phenomenon has reached most of the civilized world, and organizations that dont understand or dont realize multicultural workforces are the way of the future are going to be displaced and left behind.
This case in particular involves a person using his sick days to take his wife to the doctor, even for just a scheduled check-up. Although company policy states that sick days may only be used for the illness of an employee or the illness of a member of his/her immediate family, this is a case where multiculturalism in the workplace plays a big role. Due to the fact that in the Mexican culture its the husbands responsibility to take care of the well being of his wife and family, the employee sees his behavior as normal or allowed. On the other hand, the employees supervisor, a white male, sees the situation as a violation of the company policy and wants to take further action. But, what is the companys human resources department supposed to do? In my opinion, the company should create a more detailed policy regarding sick days, one that takes into account the many different cultural factors that may affect the organization based on the diversity of their workforce. If a better detailed and fair-to-all policy is put in place, little