Training and Development for a Diverse Workforce’

However, more interestingly mentoring can be used to increase diversity within organisations, this can create higher levels of management opportunities for underrepresented groups, such as female employees. A study conducted in the USA by Ragins has proven that women have benefitted by a coaching approach cited a wide range of benefits for themselves as well as their organisation. This has included recruitment, retention of staff as well as increased productivity and a stabilising factor during change, support with succession planning and encouragement of knowledge sharing, providing a greater transfer of skills across the organisation.

This generation has experienced an unprecedented upsurge in the number of women in the workplace, thus the need to understand diversity. Changes in family structure mean there are no traditional family roles, this shows that the issue of diversity cuts across both gender and race.

1. What changes are occurring in our workforce today and are likely to continue into the future?

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

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

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

Mentoring and on-the-job training of less skilled workers through courses, assistant programs, and continuing education programs may even the gap between different employees. However, it is important to recognize potential and use the skills already at hand to create a more efficient team environment where each member’s contribution carries some value and contributes to the organization’s goals. Economic status is as important an issue as is education. Various employees come from different economic background. Their views and manners may differ, along with their expectations and motivations in daily routine and overall purpose. Nevertheless, they have to work together. There are potential problems and differences of conduct, motivation, and initiative. Managers have to get to know their people and develop ways of using their differences for the benefit of the organization. The focus should be on the positive aspects of individuals, and on merging the best qualities people have to form effective teams. Managing conflict is also very important. One thing managers should recognize is that there will always be a potential for conflict and their job is to intervene and resolve diversity issues early and quickly. Statistics show the extent of diversity in the workplace. “Eighty-five percent of those currently entering the American workforce are minorities and

Many organizations offer diversity training, but they do not have practices or values in place that support an organizational culture of diversity. Although many companies have training programs on diversity, they ineffectively manage diversity which causes high employee turnover, demotivation and low organizational performance (Nguyen, 2014). Several examples of diversity are race, gender, ethnicity, age, religion, and disability. In order to narrow down my research topic, I am choosing disability as an example of diversity in the workplace. Due to misinformed peers and bad attitudes towards the disabled, employment rates are low among disabled people. There are only a few research studies that focus on disability in the workplace, and those studies are general and have not been well researched (Phillips, Deiches, Morrison, Chan & Bezyak, 2016).

Government and other corporations can make use of diversity training to all employees who deal widely with the with the public. Diversity training more than only recognizing that people come different social background. The major key factor in addressing diversity is by knowing that people have different ways of communication and this a result of varied social backgrounds for instance in some culture(Laurence 2016). It is wrong, or it is considered impolite to look at the politician direct into the eyes while addressing them, but in other culture it is opposite of the same situation. This clearly indicates that it’s very easy to misunderstand what a person was

4. Describe why you feel it would or would not be necessary to have every employee in an organization go through some sort of diversity training. What would you hope the employees take away from the training? (20 points)

The topic that I’m choosing is Chapter 17, “Managing a Diverse Workforce.” Although there is an improvement in the diversity in the workforce, there is still room for change. Businesses have made many changes to help enforce the laws that were passed regarding diversity in the workforce. Women have been integrated into the workforce and there also have been many immigrants from other countries that have been given a new start to the workforce in the United States. Laws of equal opportunity have been made to help increase the workforce diversity. The goal for full equality of women and persons of color in the workplace has not been fully met; however, the United States’ workforce has made a lot of progress.

Women have experienced a historic situation of inequality in the social as well as professional aspects. Women were normally the ones that would take care of children, do the chores in the house, and in rural areas; they would work in the field with the rest of the family. However, today’s women have become more self-sufficient and independent from the predominant male figure within every historical family. Gender inequality in the workplace is becoming less common; yet, gender is a factor that affects men and women. Especially women have been subjected to a historical discrimination that has influenced society to decide which job is more suitable for women than men. However women have confronted and tried to break down the barriers that

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

With today's workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, organizations are relying on managers to get the people who get the job done. People have always been the central to organizations, but there strategic importance is growing in today's knowledge-based business world. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees excluding there gender, age, ethnicity, and the differences in skill and abilities. When employees' talents are valuable, rare, difficult to imitate and organize, an organization can achieve an advantage. Having managers or human resource departments that are superb for

In a growing number of organizations human resources are now viewed as a source of competitive advantage. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive