Employee Diversity Training

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..

I have been impacted by this diversity issue from my past working experience. When I was the age of sixteen, I worked at a restaurant a host with a man the age of about 26 with down syndrome. Although his job description wasn’t difficult, having this disability do not prevent him from living a normal life like others by getting a job like Sam. He would always come in with the brightest smile there is excited to do his job. Honestly if it wasn’t for the way he looks and just the little delayed speaking he had, you would never know he was intellectually disabled. He was a perfectionist and wanted everything to go his way. Like Sam, he didn’t really care for change and he didn’t like loud noises. He brought so much joy in to our job that it wouldn’t be same if he ever left.

This paper is the first part of a training manual that will help employees to have a better understanding of diversity in the work place and how to act towards different diversity issues that may arise in the workplace. It will also give current statistics and recent trends of the demographics in the United States as well as the forecasted trends. Also included will be a rough outline of the entire contents of the manual and the table of contents for the manual.

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

In the United States diversity in the workplace has become a priority for human resources managers, (Diversity in the Workplace, n.d.), however, this was not always the case. To ensure diversity and equality, the federal government has enacted laws that provide equal protection to people based upon race, age, disabilities, as well as sexual orientation and identification.

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

Although we live in a technological world, employees still need to interact on a face-to-face basis and in order to achieve this, barriers preventing positive diversity such as stereotypes, discrimination and ethnocentrism. For organisational inclusiveness of diversity, resource managers must determine the rationale behind the need to implement diversity and the benefits it would have on their organisation. The organisational frame of diversity initiatives depends on the outcome the resources managers

The need for a diversity program at the workplace cannot be overemphasized. The reasons for such a program are appreciated

This training on cultural diversity encouraged me to examine and re-evaluate my personal belief system, the principles and opinions and attitudes I hold dear, and the significant issues of life we encounter in the workplace and in the general community. Such issues as discrimination, prejudice, stereotyping of persons, hostile work environment and sexual harassment, in addition were discussed. Issues of workplace harassment, hostile work environment, oppression and privilege, particularly with respect to gender, race, class, and sexual orientation were examined and discussed with respective consequences. This training encouraged the alignment of theory, policy and practice of cultural diversity in the workplace.

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,

The United States Department of Labor (DOL) website states by fostering a culture of diversity-or a capacity to appreciate and value individual differences-employers benefit from varied perspectives on how to confront business challenges and achieve success. It also addresses the fact that those with disabilities add a different perspective to the subject of cultural diversity. As previously mentioned, cultural diversity is usually

Diversity in careers is a wide category that encompasses a variety of fields and issues. One that is prevalent in every career and work setting is the diversity of health and disability within the workplace. All careers challenge employees with different requirements both physical and mental. It is important to understand how these challenges can affect the employee and common trends across a diverse group. To accomplish this, we must be well informed and understand what factors are most influential. Employee health and disability, whether physical or mental, can be detrimental in its life long career effects. To identify how to promote change we must first address the main issues.

As part of Fanshawe College’s diversity initiative, here is the report that I conducted to assess the accommodation of employees with disabilities (EWDs) in our workplace. This study includes a review of employers’ misconceptions about hiring persons with disabilities (PWDs), the benefits of including EWDs in the workplace, and recommended workplace accommodations for EWDs.

Kersten (2000) defined diversity management as a method to achieving equal treatments that encourages employers to utilize and acknowledge individual differences within their workforce. These differences include both visible, such as age, gender and race, and invisible, such as sexual orientation, work experience and some aspects of disability. However, she also argued that there is no single definition of diversity management yet (Kersten, 2000). This absence has caused multiple interpretations of diversity management from employers that lead to inconsistencies and the dominance of expediencies of its practices (Thorpe, 2014a).

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)