Diversity Training Pros And Cons

Welcome to Medtrainer Understanding and Working with Diversity training – Chapter One. In this Chapter, we will discuss how embracing diversity benefits individuals and the organization. The word diversity is often interpreted as be different or unusual. Diversity is often categorized by race, origin, religion, gender, and political preferences which are often distorted by prejudices. We will look at diversity as a strength, the collective talents of many, and the strength of embracing individual differences.

I researched diversity training for the NCAA. There are five major tenants of the NCAA diversity training First, is inclusion. In fact, the NCAA is so committed to inclusion that it has an Office of Inclusion Staff. The Office Inclusion provides support and education to all aspects of diversity no matter the person’s sex race, religion, educational background, disability, or gender identity. The second major tenet of the NCAA diversity training focuses on women, gender equity, title IX. The NCAA diversity training and their office of inclusion helps members adhere to federal and state laws with regards to gender equity and title IX. The third major tenet is making sure that student-athletes with disabilities have equal opportunities to participate in sports. The NCAA is also educating coaches on how to provide more opportunities for students with disabilities and how to help students with succeed. The fourth tenet addresses how to convey an awareness and sensitivity of the difficulties and issues that racial and ethnic minority groups face especially in regards to hiring, retention and engagement. The fifth major tenet of the NCAA diversity training. addresses how coaches and staff can support lesbian, gay, bisexual, transgender, and queer (LGBTQ) students. The NCAA discusses the resources available to these communities.

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

After having the chance to review Dr. Suzanne Adair’s video on her Diversity Training Session, I couldn’t help but wonder how many of the dimensions I consider important to myself may come from cultural programming. Through cultural programing it is not just ways we may have been raised, but also things we may hear (Adair, n.d.). In looking at the dimensions of the Diversity chart, I would say the three significant aspects that are important to me come from each one of the dimensions levels. Those three aspects are Ethnicity, Religion, and Management Status.

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

“Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry.” (Dobbin & Kalev, 2016). This first sentence in the Harvard Business Review’s article, “Why Diversity Programs Fail”, states a key fact about all organizations, do not want to “waste” or “lose” money because of a lawsuit such as; a race discrimination lawsuit or a sex discrimination lawsuit. There are many procedures and programs that can be implemented to prevent these types of issues in the workplace, are they still going to happen, yes, can these issues be addressed before a lawsuit is even a thought, yes. Therefore, this paper will look at two organizations that have been at the forefront of the diversity and inclusion

In the 1980s, diversity training mainly consisted of training people to be aware of differences in gender and race in the workplace, and by the 1990s, diversity training was at the forefront of innovative training for business managers, addressing such issues as "age, sexual orientation, ethnic background, and religion" (Koonce, 2001, para 45).

My ride along I decided to do with Bakersfield Sheriff’s Department on Friday where it became later windy. Arriving at short briefing before their shift eleven to nine at night Dept. Santos agreed to do ride along. After he gave me brief tour of the facility search and rescue, training building, and property room. He worked at prison then became a sheriff for twenty-two years plans to later retire in next three or four years. The sheriff’s department recently received new cars and computers in them before he had a Crown Vic which he missed. Responding to calls getting out talking to Hotel owners for attendants with warrants. He told me which motels where child molesters on parole and people with mental illness live along union. His job he has to multitask with radio while driving and typing comments after visiting a call that was made. Most of the calls like elderly abuse, domestic disputes, and arm robberies were mostly

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

Students have their own best way in effectively learning the lesson. With the diversity of students, the problem is each student has a preferred learning style. It becomes undeniably one of the reasons that make it difficult to achieve the best expected outcome out of teachers’ effort. However, teachers try to incorporate various teaching techniques to make every learning opportunity become productive, meaningful, and relevant for the learners.

Diversity and inclusion are hot topics in today’s business world. While treating individuals fairly and equally is a social imperative, it is also extremely important to the success of a business. With the changing demographics of society and its affect on the American workforce, organizations must truly embrace diversity and inclusion. “For companies to succeed in the global marketplace, they must make the most of the full range of their people. Companies must attract and retain the right skills, the best minds, all the required resources – and that means diversity” (Royal Bank of Canada, n.d.). There are a number of compelling reasons companies should adopt the core values of diversity and inclusion. This paper sets out to

Diversity was tragically scarce in my hometown. The unspoken common goal, seemingly, was to be the exact same as all the other students with regard to clothes, boots, and even designer lunch boxes. Many students acted, dressed, and even spoke differently at home, meaning diversity in the students existed, but was not accepted. Diversity carries little to no meaning without inclusivity. However, inclusivity brings meaning to diversity by ensuring a positive and consequently productive learning environment. I believe a diverse and inclusive learning environment is essential to a productive work environment because diverse ideas bring innovation. Repetitive contributions are hardly helpful when the information shared is neither new nor different

diversity impact on workplace in positive and negative also. Effective communication is necessary for any business ,we can not company our message effectively without effective communication. In diverse workforce people have different languages. So that they fail in communicational issues .

As of July 1, 2011, there are 36, 708, 083 people in Canada (Statistics Canada, 2017a). 1.2% higher than the population last year, which was 36, 264, 604 people of all ages and both sexes (Statistics Canada, 2017b). The growth of population in Canada, which in this case powered largely by immigration, increases not only the human capital, but the diversity in every province as well. Hence, as diversity expands, there is also a rampant growth in religion. In 2011, there are 108 religions observed in Canada (Statistics Canada, 2011) - Christianity, Muslim, Jewish, Buddhist, and Hindu – to name a few. These demographics have connotations on how diversity in school is also evident.