Diversity Training Research Paper

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.

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

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).

To understand more in depth about the effects of diversity on an individual’s career path, I have interviewed an Indian who was born and brought up in India and moved to USA 4 years back for his project work. Johnson Fernandes is an Operations Manager, currently working at Voya Financial Services at Connecticut, U.S. He has 8 years of experience in the IT industry and has worked in three different countries, India, Canada and the United States. He has done his engineering in India. This is his fourth year working in United States. He moved to US to do IT consulting for an US client. Before he could come to U.S, his company provided him various diversity trainings to help him get accustomed to the cultural difference in U.S. They provided him training on etiquettes and grooming. It trained him to be careful of punctuality at meetings and also to be accurate while providing an ETA. His training also included sessions on learning how to address people by their first names. In India, seniors are addressed by titles such as Sir, Ma’am or Mr., Mrs. or Miss. It is considered offensive in India to call a senior by their first name, especially if we do not know them personally. However, in U.S companies, most of them address each other by their first name. Cultural difference was indeed challenging for Johnson to cope up with. However trainings provided to him helped him to understand the culture of the companies in U.S. It helped him to amend his

The Beyond diversity workshop dealing with racial issues made me think more in depth about what people of color have to endure. I have always tried to put myself in others situations to help me better understand their actions, and this workshop shined some light onto issues I have not considered. These issues (like how the majority of the United States population sometimes ignore one pivotal point in history—slavery, and celebrate others—like 4th of July) encompasses what social psychology is about: how we relate to, and treat other people. Obedience, as discussed in Pettijohn with the shock experiment, help me better understand why good people may treat others the way that they do. For example, in my home

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

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.

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.

“Part of the problem is there is little published research assessing the effectiveness of diversity intervention or their results” (Kulik & Roberson, 2008). In my opinion, a workforce diversity initiative might involve many things such as, motivation to interact with each other on the job, ways to relieve stress on the job, and culture shock in the workplace. Resourcefulness comes from originality like being diverse in creating new ways to enhance old ones to combined change. Perhaps, leadership and diversity might help blend the workplace to meet all cultural groups’ principles and beliefs on the job; it is just a matter of more social interaction with each other outside what a person is used to doing or knowing, besides

Hansen offers beneficial information on diversity and the impact on business and communication. Hansen mentions in his text of how many organizations believe that

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.

Companies doing a particularly bad job in diversity management face costly litigations and an effective management of diversity can lead to big cost savings by decreasing the probability of facing costly and embarrassing lawsuits and the bad publicity that goes with it (Bauer & Erdogan, 2009)”.

Each individual in the world is one of a kind from another individual due to their distinctive religion, qualifications, their observation and age. Professors from York University state “Companies that employ effective diversity strategies will find hidden talents and new perspectives when they attract employees from other cultures; and these hidden talents will enhance the organizational efficiency and productivity of the company. (Foster & Jacobs, 2014, P.11)”. A quote that relates to this is “Perhaps the strongest rationale for incorporating diversity is to increase productivity among all workers, especially among groups that have historically been underrepresented and underutilized (such as women, people of color, people with physical disabilities, older workers, and gay or lesbian employees). (Wentling, P.2)”. These quotes relate with one another because they both state by hiring individuals that come from different backgrounds with various abilities and methods will increase productivity amongst all workers in the company. Additionally, “Pooling the diverse skills and knowledge of culturally distinct employees together can immensely benefit the company by strengthening the responsiveness and productivity of the team to adapt to the changing conditions. (Dike, 2013, P.18)”, is another

In general the US population is growing diverse; US census bureau states that by 2050 some population will triple, others will double, and some will stay the same. As you know Mr. Manny in East Boston Neighborhood Health Center (EBNHC) Hispanic population represents the majority of our patients followed by Arabs and Portuguese. Almost all our professional employees (Doctors, Physician Assistants, Nurses, and Technologist) are not diverse, and they don’t know cultural differences and are not familiar with other ethnicities, beliefs, and religions. Indeed, Diversity Training is highly recommended in our Clinic to decrease misunderstanding, lower diagnostic errors, decrease malpractice, increase empathy and respect, and improve productivity and care