Workforce Diversity Training

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

This paper focuses on a specific aspect of police training which is called cultural diversity training or sensitivity training. This type of training focuses on teaching law enforcement officials a basic level of understanding when it comes the many diverse cultures present within society. Cultural diversity training includes many aspects all of which are geared towards improving the relationship between the public and law enforcement officials. There are multiple organizations that offer this type of training, one of which is called ADL or the Anti-Defamation League. The specific program they offer is called anti-bias training which is centered on these key components of sensitivity training. The outcome of this program and other programs

I believe that diversity training and assessment programs, while different, are interrelated. A training program will not be successful, if a needs assessment is not completed beforehand and an efficacy/outcome assessment completed afterwards. Before a diversity training program can be implemented, an organization must understand the current status of their workforce (isolate issues they are facing, behaviors they wish to change, the culture of the organization, etc.) and then identify where they want their workforce to be (Rouda & Kusy, 1995)-what kind of workforce/culture/climate they want to have. Once an organization has established two ends of this spectrum, they must then develop a training plan to move their workforce from A to B (Rouda

Most white people grow up in predominately white neighborhoods and attend schools with white classmates being taught by white teachers with topics chosen by white men. Not being exposed to more cultures and races creates a misjudgment of other groups. By the age of 3 we learn the concept of racial order and being white is the best race possible. Diversity in the workplace and intellectual diversity relating to human resources is important to look at with people’s upbringing. In human resource departments it is important to include diversity training to create a good environment in the workplace. This training will help minimize discrimination and harassment lawsuits. By creating an accepting environment, the employees can learn to work with employees that have differences. This can improve the efficiency in the workplace and improve the brand. This expectation of the company can be a psychological contract with the employees that they will follow these expectations. The three components involved in diversity training is legal awareness which has to do with the legal implications that could come along with discrimination. cultural awareness is the second component that helps the employees understand the differences in the world and learning to appreciate differences in peers and other employees. Lastly is sensitivity training that deals with emotions and empathy in the workplace. This is probably

I believe corporations and government agencies should offer diversity training. If a corporation wants to be successful they have to hire people of all different races to communicate with customers as well as to promote diversity for the company. If there is racism in any company it can derail and ruin the business. In a perfect world everyone gets along during work to at least accomplish there job but we sadly don't live in that day and age so I believe in order to promote equality and respect in the workplace race and sensitivity training should be offered for low to now cost for employees during work hours. I believe workers would take the training if the price was reasonable and it was offered during work as I feel a big drawback for

Mandatory diversity training is only as good as those who practice it. First, I would suggest Bedia to hire a diversity officer or committee as it is essential to implement policies and dispute resolution processes. Having a diversity officer or committee will help with accountability for diversity matters. An activity I would propose would be called, “face value.” In the article, “Diversity Training Games and Exercises,” face value is a non-verbal activity which requires a deck of cards. Essential, everyone will receive one card containing a low, medium, and high card. Participants will place the card on their forehead and are not allowed to look at their own card. Verbal signals are the only form of communication to treat each other based

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Many organizations offer diversity training, but they do not have practices or values in place that support an organizational culture of diversity. Although many companies have training programs on diversity, they ineffectively manage diversity which causes high employee turnover, demotivation and low organizational performance (Nguyen, 2014). Several examples of diversity are race, gender, ethnicity, age, religion, and disability. In order to narrow down my research topic, I am choosing disability as an example of diversity in the workplace. Due to misinformed peers and bad attitudes towards the disabled, employment rates are low among disabled people. There are only a few research studies that focus on disability in the workplace, and those studies are general and have not been well researched (Phillips, Deiches, Morrison, Chan & Bezyak, 2016).

Diversity is a common occurrence in every workplace setting in current business environment mainly due to globalization. There are many challenges when it comes to maintaining diversity in the workplace and one of them is inclusion. As an HR, I have received complaints about lack of inclusion in my company. This paper will be written as a guide to the supervisors on how to maintain inclusion in the workplace. This paper will include plan for the types of exercises, role-playing, or activities that will maintain participant interest and enhance inclusion in the workplace. This paper will utilize both social learning theory and adult learning theory to prepare various types of plan to tackle the problem of discrimination and exclusion of certain employees from diverse backgrounds.

The student has autonomy over who he shares his sexuality with. He is not obligated to tell his coaches but he does have the right to not be subjected to the innuendoes from his coaches. I must assure his confidentiality. Because the student brought it to my attention, it requires beneficence on my part to address the language used by the athletic department. It would be nonmaleficence of me to not address the issue. I contribute to maintaining an environment where all students feel safe and free from harm. I will make a plan of action to promote further diversity awareness for all students and staff. Even though the issue has only been brought up by one student, I know it cannot be an isolated one. As part of the district yearly staff development,

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and