Diversity Training Process

I learned some important things from this course that I will allow to stick with me no matter my profession. Diversity is something I will always have to deal with regardless if it is race, gender, or gender orientation. Importantly this course has allowed me to grow as an individual and has shown me that it is okay to learn about other races and their background. Not only has it allowed me to be acceptable of everyone in fact, it has allowed me to be less judgmental amongst others.

To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish

An assistant manager of the sushi bar in one of Niche Hotel Groups had mad some inappropriate comments toward two servers that are males and homosexual. The company has had this type of problem multiple times in the past and has not changed anything. If change does not occur the company could experience legal issues.

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.

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.

Lehigh University is a fascinating school. Originally I just wanted to attend the Senior Open House event because I am interested in applying. Then I received an email notifying me about the diversity program. It sounded like an even greater opportunity to learn about the school. This program included the open house, staying overnight and spending the next day at Lehigh. That amount of time at a school can show you so much more than a couple hours can. This program drew me in as I continued to read the information about it. It seemed as if a better opportunity could not come along and I needed to apply. The diversity program will give me a chance to really meet the students. No school is made up of the same types of people. Meeting these college students and hearing their opinions about Lehigh will have an effect on my point

How can I as a manger/ leader in my organization to truly embrace diversity and ensure equal treatment and opportunity for all employees is simple really, and that’s not see people in color or sex. If a person does a great job I reward that said person but if they fail at something I address that said person as I would with anyone else. If the organization has rules set in place for no upward mobility for anyone then I would address my concerns with my higher up and if the company had not changed then I would have to rethink if I wanted to work that organization. I want the most qualified people working with me to better the organization, meet the needs of the organization and to most important learn from. If people would just stop working for the organizations that continue to have barbaric thinking in that only white males can work in their work force then by all means let them have the white males that believe the same way. I will work for the company that can see the qualifications of someone is not meant by what color they are or what sex they are.

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

According to Wal-Mart's corporate website the company has been dedicated to diversity and inclusion for over five decades. This practice has fostered inclusiveness in the workplace, maximized talents, strengthened customer relevance and enabled the company to deliver innovative solutions to business practices. The company offers the following statistics to support this claim: 27 percent of U.S. officers are women as compared to 17.9 percent in the retail industry, 42 percent of U.S. first and mid-level managers are women; the number of minority associates has increased by 5 percent. Over the last year 38 percent of executive vice president promotions were women, 34 percent of officer promotions were women with 22 percent being people of color; 27 percent of corporate officers were women with 20 percent being people of color; 54 percent of hourly associates promoted in stores and clubs were women; and 77 percent of store and club operations managers started as hourly associates.

Religion is a subject of discussion in recent years because different religions are being introduced to the world. Many people are raised in a particular faith from when they were little but more than a quarter of them have since left their faith. About 44% of those people have switched faiths. People who are unaffiliated with any faith make up about 16% of people today. One in four Americans, ages 18-29, say they are not affiliated with any particular religion. 51% of Americans say they are members of the Protestant denominations. One in three Americans were raised Catholic and only one in four describe themselves at Catholics today. In today’s America, there are 1.7% of Mormons, .7% of Jehovah’s Witnesses,

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

#1 How can we overcome obstacles to diversity such as mistrust and tension, stereotyping, and communication problems in the workplace?

Conduct regular diversity trainings and information sessions to educate employees of their Equal Opportunity Rights, procedure to raise concerns and information on how the concerns will be resolved.

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