A Cultural Diversity Training Program

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.

Like Ryan et al (2004), I believe that proper trainings can help employees in different agencies to become culturally competent. This will help workers to be aware of their own feelings, gain knowledge of the student’s culture, and value diversity. I am a strong believer that education is a large component in helping an agency become culturally competent. This training should take place by department and then I feel like with all the staff as a whole. That way everyone understands it in regards to their specific department and then the building as a whole. Also, I feel that taking a look at the organization itself to see what needs to be done to change in order to make hiring practices more culturally competent. There is not a lot of diversity in the staff and that could be due to many different reasons. I feel that having a diverse staff will help the students learn to become culturally competent as well, and that is important as they graduate and go out into the real world. Schools are one of the largest institutions that help shape how young adults see the world and it is one of the main reasons I feel making sure it is culturally competent is vital to employees and

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

How I plan to pursue my multicultural competence in my future counseling is by volunteering at local agencies that target populations I am not familiar with. Furthermore, I will be a member of the American Counseling Association (ACA) and attend multicultural trainings/meetings at my job site. Other ways to further my education would be subscribing to the magazine/becoming a member of the Counseling Today, which is a part of the ACA. In this magazine, it discusses updated information about counseling the diverse and training programs that are available for professionals in the community. The last counseling association that will assist me throughout my career is the American Mental Health Counselors Association (AMHCA). After graduating with

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

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

Multicultural competency and diversity are important factors within veterinary education. Being able to interact effectively and professionally with people from diverse backgrounds is necessary in today’s global world. People travel all over the world, whether to live, work, vacation, or attend school and it is inevitable that you will have to work with others both in and outside of veterinary school. I feel that as a country, America has made a lot of progress in the realm of multicultural competency in that there is overall less discrimination, ignorance, and hatred of people from other cultures. Yet, there are still many problems as individuals struggle with their own internal prejudices both in their personal and professional lives. There

In this paper, the role of HR Manager is assumed at a company that has recently received complaints from employees about a lack of inclusion. An overview for a training program on diversity and inclusion for your organization's first line supervisors will be presented. In addition to a plan for the types of exercises, role-playing, or activities that will maintain participant interest and enhance the learning outcome in the body of the training plan.  The utilization of both "Social Learning Theory" and "Adult Learning Theory" will be displayed in this training plan. Provide rationale for the activities and how they relate to the two learning theories. Lastly, I will discuss how this diversity training can modify employee

In order to start a successful diversity training, we will have to begin with defining the concepts of diversity. The prerequisites associated with this would be to determine if the students know anything about the definition of diversity and to provide the definition to the participants. We will provide the definition of affirmative action, and inclusion. We will then provide the students with a timeline for the use of the terms diversity, affirmative action, and inclusion.

step 1. Employers must communicate clearly to their employees the expectations about appropriate workplace conduct, This should support the policies and values statement of the organization. all employees should be included in the diversity training process. This is so everyone knows, what is expected of them and how they act.

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

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

Internal and external perception of organizations develops from leaders creating and managing culture, the behavioral norms within particular industries, and influential subcultures. Organizational culture contributes to the approach and method used to train and develop employees of organizations. Sidestepping organizational culture and cultural diversity while developing and administering training programs inhibits the effectiveness of the training by not addressing company culture and individual perspectives of employees.

Many opportunities are associated with a culturally diverse workplace and global expansion may have potential to provide just such a diverse work group. Cross-culturalism in business can provide leaders and employees with a wonderful opportunity to work with people from different backgrounds and cultures. In addition, “the more opportunities for business leaders to interact with people from different cultures, the more likely they will be to have positive attitudes from different cultures and identify, learn and apply diverse culturally-appropriate business behaviors” (Caligiuri & Tarique, 2012, p. 614). Culturally diverse environments offer a multitude of benefits including “the variety of perspectives, skills and personal attributes” (Matveeve & Nelson, 2004, p. 254). Moreover, multicultural teams have potential to “generate more ideas of higher quality in brainstorming tasks” (Matveeve &