Diversity Training And Diversity

Through Training and Discussion: 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

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 and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.

The word diversity represents a large group comprised of different people with different experiences. These differences include race, color, religion, gender, national origin, sexual orientation, age, disability, veteran status or citizenship. However, “diversity” does not address how these different people function or work. Inclusion enables us to strive to have all people represented and make all members, partners and employees feel welcomed and valued, not only for their abilities, but also for their unique qualities and perspectives. The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique,

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

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).

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

At the workshop, the presenter introduced herself and asked us to also introduce ourselves. After the introductions, she went straight to the point by explaining Diversity and inclusion and why it is valued at blue cross and blue shield. For instance, she said diversity and inclusion have had a great inpact on their ability to grow their business, retain and attract talented associates and be an innovative and high-performing organization.

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.

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

Are today's corporation’s diversity programs really successful? The idea of diversity going well past the traditional work environment and implanting diversity programs that allow a welcoming work environment. Diversity requires the acknowledgment of commitment that every employee is their own individual, not similarly as individuals from administrative assigned gatherings. Diversity calls for administration of associations to be extremely comprehensive enduring the individuals who are diverse as well as praising those distinctions. It requires the opening of non-conventional occupations to men and ladies of all ideologies, backgrounds, religions, races and ethnicity. University Hospital (UH) diversity and inclusion concepts creates a work

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).

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