Diversity management has grown out of the need for organizations, agencies, and departments to address a changing workforce and other pervasive social pressures. An army of experts has emerged to meet this growing need, but frequently with questionable results. This paper highlights why diversity training is important and will become even more so, issues related to quality control of providers and services, what may go wrong within the context of providing diversity training programs, and the results In these situations for individuals and organizations.
Diversity issues have become a cornerstone of higher education, and forensic activities are certainly no exception to that rule. ( Gardner, R. H., Campanella, C. J. (1991)) Indeed, in many regards the forensic community has been on the leading edge of inclusiveness within higher education. The forensic community has made remarkable progress and it has vividly illuminated the need to share the unique benefits of forensic practice with often socially marginalized demographic groups, particularly women and minorities. Perhaps the next logical step would be to consider the evolving "invisible" elements of that domain, and those with invisible disabilities offer an informative illustrative case.( Gardner, R. H., Campanella, C. J. (1991))
Disabled people make up one-fifth of the population in the United States, and it has been predicted that at least 400% of these people have disabilities which cannot be seen, or are invisible. Invisible disability has been defined as the one that is hidden so as not to be immediately noticed by an observer except under unusual circumstances or by disclosure from the disabled person or other outside source and encompasses both physical and mental conditions. Physical conditions include various chronic illnesses, such as heart disease and lung disease; mental conditions include learning disabilities and cognitive processing problems like dementia and mental retardation. There has been..........
