Diversity Training Embracing differences! Self Study Student Manual Table of Contents: DIVERSITY TRAINING 1 COURSE OBJECTIVES: 3 WHY TAKE THIS COURSE 5 CHAPTER ONE: DIVERSITY IN THE WORKPLACE 6 CHAPTER ONE OBJECTIVES: 6 What is Diversity? 6 Benefits of a Diverse Workforce 7 Maintaining Legal Compliance 8 CHAPTER TWO: BARRIERS TO A DIVERSE WORKFORCE 10 CHAPTER TWO OBJECTIVES: 10 Barriers to Creating a Diverse Workforce 10 Time & Budget Constraints 10 Limited Applicant Pool 10 Stereotypes & Prejudices 10 Creating a Diverse Workforce 12 1. Value Differences & Promote from Within 12 2. Get Support at all Levels of the Organization 12 3. Focus on Recruiting & Retaining 12 4. Set Up Diversity Committees 13 5. Prepare or Sponsor Teambuilding Activities 13 6. Get Feedback from Employees 13 7. Recognize our own biases and prejudices 13 8. Practice Inclusion 13 9. Educate Yourself About Cultural Differences 14 10. Practice Respectful Communication 15 CHAPTER FOUR: REVIEW 16 CHAPTER FOUR OBJECTIVES: 16 Review Questions 16 SUMMARY 19 ANSWERS TO SELF CHECK EXERCISES 20 REFERENCE: 23 Course Objectives: In Diversity Training, we discuss the many benefits to and steps to becoming a thriving organization in today’s global workplace. After working with this course, you will be able to: • Define diversity • Cite the many benefits of a diverse workplace. • Identify how our own biases impact the workplace. • Discuss the ethical and legal obligations to
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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.
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
Many employers are unaware of the benefits of and ways to achieve workplace diversity. This Diversity and inclusion training plan provides this information. This plan is designed to be presented by an individual who is knowledgeable in diversity and business strategies and who is familiar with the company’s strategic business plan. By the end of this training the employee should be able to provide a clear understanding of what diversity is and what it is not, to raise a greater awareness and sensitivity to diversity issues that go well beyond
It was brought to my attention that a mandatory faculty meeting for the end of semester will take place during the previously scheduled diversity training. Therefore, please plan to attend the faculty meeting instead of the diversity training being held on May 2, 2017 at 11:00 am -1:00pm. Lastly, there are spots available on May 2, 2017 in the afternoon starting at 2:00 pm – 4:00 pm and the next schedule diversity training will take place on May 9, 2017 at 10:00 am- 12:00 pm and 2:00 pm- 4:00 pm. Email me your preferred time slot by tomorrow May 1, 2017 so I can plan accordingly.
The thought I have about teaching in a diversity classroom. Is it going to be a big challenging? Challenging in a classroom I see and deal with on an everyday basis sometimes but, dealing with a diversity classroom I have no idea. I believe in treating each of my students fair with unique strengths. I will like to create an open classroom that can value the experiences and perspectives of all students.
Before a teacher can accept and embrace diversity in the classroom, he or she must reflect on the challenges that can interfere with acceptance (Dray & Wisneski, 2011). This statement, in my opinion, is powerful. As a matter of fact, to be capable of honestly executing this type of reflection, no matter what the answers look like, requires an extraordinary person. Educators with an appreciation and a tolerance for culturally different students, and who can replace prejudices, will considerably foster the chances for student accomplishment.
For the article review, it will be an overview of the qualitative study created by the journal of multicultural counseling and development. It will also go into a little detail about who are frontline human services providers and what do they do when it comes to the field of human services. The article review also takes a look at the lack of multicultural training for frontline human service providers and how more training would become more necessary for them to need when it comes to dealing with clients different from them. It will review the measures that were used for the study, sample, summary of the results, and it will also talk about the seven themes when it comes to multicultural competence. This article review will be a study analysis
Over the decades, diversity in the workplace has started to become a business necessity. But what does diversity actually mean? In broad terms, diversity encompasses a group of people with different biological characteristics such as age, race, gender, ethnicity disability and so on. However, the true definition of diversity in the workplace is about ensuring that every single person that goes to work everyday have the freedom to bring along their full self to work and it is not just about welcoming but it is about embracing and harnessing the diversity of thought, the diversity of background, the diversity of experience, the diversity in education, and not just the traditional aspects in diversity. Even so, one of the major challenges that
According to Von Bergen & Collier (2013) workplace tolerance must incorporate respect and dignity for everyone. Individuals can be tolerant without the requirement to adopt others’ thinking or convictions. Tolerance is a must but it can be tricky, being tolerant also means people should feel to have a different opinion without having to worry about being punished and considered intolerant because they see things differently. Many organizations mandate some form of diversity training, according to Von Bergen & Collier (2013) widely circulated practitioner-oriented Training Magazine indicated that 72% of responding companies offered some form of diversity training. In the some government organizations diversity training is mandatory; I have to
While attending college, I held several positions, which allowed me an opportunity to become a voice for the people. I was the liaison between the student and the administration. With that responsibility the leaders were required to undergo training involving diversity and managing people. In particularly, the training on diversity was administered online. The training introduced the trainees to different cultures and norms that they would bring to the university. For example, African culture are literal and do not use a large amount of slang while conversing. Also, in the Indian culture, personal space while interacting with others is not important. This particular training has heightened my awareness especially due to the very diverse students
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 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
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,
Fourth, there are increased mergers and strategic international alliances (Cascio, 2013) and with Bollman’s international move, there will be a difference in the corporate culture. Therefore, it is recommended that diversity training is provided.
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