Communication And Diversity Training Essay

Making sure equality and diversity procedures are followed in a business environment will impacts on overall success of organisation. By recognising the strengths of differences between individuals company can get a great advantage in terms of employee motivation and clients satisfaction.

Through Training and discussions are essential to raise awareness of diversity, equality and inclusion in any work settings. Discussion in meetings or group discussion among staffs play a vital role to raise awareness of equality, diversity and inclusion. The more they will engage in discussion or obtain trainings about this issue the more they will learn and be aware of and also they will be able and put them in their everyday’s practice.

I picked this topic because I find it very interesting. Diversity in the work place is an issue but there are more and more improvements on this every year. Now days it isn’t just women being left out of the workplace because people believe that women can’t do a man’s job, you see other issues like women companies who don’t hire men because of judgment. Diversity in the work place is a pretty big issue in this day but for companies to stay competitive with other companies then it is time for them to make some changes in their company. Now diversity in a company isn’t just men vs. women, it goes much higher then that like race, religion etc… Now in this paper I am going to tell you the benefits, challenges, and some tools that companies can

There are so many ways that equality, diversity and inclusion impact our own practice. Equality will directly affect the way we interact with our service users. We need to treat all our service users fairly and equally without concern for their age, gender, race, disability or sexuality, etc. We should not bring our own beliefs and ideas into the workplace. We should respect their beliefs and assist them accordingly.

have formed about rich people will be hard to disown, I think that they should

The first artifact I have attached for Standard Four: Diversity is a diversity project completed during the spring of 2015 for ED444 Methods and Materials for Teaching Social Studies and ED447 Instructional Technology. This project consists of different resources to use when teaching Kindergarten Social Studies Standard Three. This standard requires students to describe how rules offer safety at home, school, and in the community. This diversity project demonstrates activities that aid in individual experiences.

This research paper addresses the importance of diversity training in the workplace. Having realized how pertinent workplace discrimination is globally, this paper will give a broad look into the various ways that diversity is displayed in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored,

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

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 this case study, Liz Ames has come up against an all too common problem in business today: gender bias. Effectively managing racial, ethnic and gender diversity is not just a human resources issue; it is a serious business issue.

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)

The need to understand diversity is also driven by women in the workplace. Today's workforce has the highest levels of employment participation ever by women. The number of dual income families and single working mothers has increased. Change in the family structure means that there are fewer men and women in traditional family roles (Zweigenhaft and Domhoff, 1998). Therefore, diversity issues cut across both race and gender.

Organizations, especially agencies in the field of human services, need to support diversity in the workplace not only because it is a direct representation of the diverse population the organization serves but also because diversity provides the necessary elements to help gain a full understanding of the needs of the community. (Lewis, Packard, & Lewis, 2012, p. 131). Furthermore, diversity in the workplace offers a way to accept people from all diverse backgrounds in a fair and impartial way. Therefore, federal and state legislation has put laws into effect that must be carried out by employers as a way of supporting fair workplace practices. These laws prohibiting job discrimination, date back to the Civil Rights era when the Civil Rights

Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the

Gender Discrimination at workplace is becoming a huge obstacle for an individual’s professional growth. Despite the efforts of the law many reports are