Diversity Training Programs

Diversity is very important on a workplace because it create a respectful environment, reduce conflict, help business reputations, and avoid legal issues. This accepting and managing of these cultural differences has over the years become an important factor of organizational success.

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

Managing Diversity in the workplace is more than just an acquired skill, it is "a way of thinking" (1). It involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. The key is to help employees reach their full potential by creating an environment that will allow them to be motivated and productive and ultimately, be beneficial for the organization.

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.

Diversity in the organization can affect the employees and their behavior in many ways. The effect can be positive and negative in the same time. The positive effect is, it will wider employee knowledge, skills, and attitude which will allow the organization to become more competitive globally. Higher diversity of employees mean higher diversity of knowledge, skills and abilities. Sharing experience inspires innovative thinking (Claudia Quaiser-Pohls, 2013, p. 41). Today in the modern workplace, most organizations will have

How is diversity training defined? “Diversity training is frequently referred to as training and education to raise awareness

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

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

This paper covers diversity management theory and how it affected my academic experience. Diversity management is an important and rapidly growing concern in many workplaces. Managers want to insure a safe environment for their employees and increase productivity, awareness, and morale. If the employees are happy, there will be more successes within the company. People respond to positive and guiding help or advice better than discrimination and down talk from a boss. The training in place for managers deals with cultural, gender, and social diversity. By enhancing the workplace and creating a team environment, companies can unleash their potential.

Since public and private organization uses managing diversity concept ,this chapter addresses how managing diversity concepts is use several ways such as organizational and management level, group performance, group dynamics, group perspectives, and individual identity.

Mandatory diversity training is only as good as those who practice it. First, I would suggest Bedia to hire a diversity officer or committee as it is essential to implement policies and dispute resolution processes. Having a diversity officer or committee will help with accountability for diversity matters. An activity I would propose would be called, “face value.” In the article, “Diversity Training Games and Exercises,” face value is a non-verbal activity which requires a deck of cards. Essential, everyone will receive one card containing a low, medium, and high card. Participants will place the card on their forehead and are not allowed to look at their own card. Verbal signals are the only form of communication to treat each other based

Organizations in every size are realizing the value of creating a plan to increase and manage diversity within their companies. The steps in developing this plan can include; assessing needs,

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

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

The world’s increasing globalization requires more interaction among people from a wide variety of cultures, values and backgrounds. People no longer live and work in a one-dimensional marketplace- they are living in a highly complex and competitive environment that has growing demands of innovation in order to perform successfully amongst other industries. Business and organizations need to respond to this new diverse landscape, and the best corporations increasingly align with it. A strong diversity initiative and inclusion in an organization is crucial in remaining competitive in the current business world. Diversity is in the workplace is claimed to foster and spark creativity and innovation in employees. On the other hand, it is perceived to increase conflict and communication in an organization. Thus, in theory, diversity is allegedly advantageous to worker productivity, though counterproductive in work-group processes and dynamics. However, there is a lack of validity and reliability in the empirical research conducted to support this assumption.