Workplace Diversity Training

• Developing and implementing an outreach plan to support all community segments (e.g., veterans, persons with disabilities, minorities, youth, women, etc.) for recruitment, information sharing, networking (creating connections) and public relations.

Workforce diversity has enabled organisation to gain competitive advantage in terms of improving service, effective organisational culture and employee satisfaction (Bradetitch, Rahman, Reynolds, 2013). However, the success rate of diversity training is dependent on the level of engagement and commitment of the management and the employees as the nature of the global economy have reversed the homogenous society to become the heterogeneous trend (Willard, 2003, Mor-Barak, 2005).

It is becoming evident that the working population of the country is much more diverse than it was before. People belonging to numerous ethnic and cultural groups are now employed with us. In light of this situation I recommend to conduct a diversity training program for all employees.

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,

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

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..

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).

Most white people grow up in predominately white neighborhoods and attend schools with white classmates being taught by white teachers with topics chosen by white men. Not being exposed to more cultures and races creates a misjudgment of other groups. By the age of 3 we learn the concept of racial order and being white is the best race possible. Diversity in the workplace and intellectual diversity relating to human resources is important to look at with people’s upbringing. In human resource departments it is important to include diversity training to create a good environment in the workplace. This training will help minimize discrimination and harassment lawsuits. By creating an accepting environment, the employees can learn to work with employees that have differences. This can improve the efficiency in the workplace and improve the brand. This expectation of the company can be a psychological contract with the employees that they will follow these expectations. The three components involved in diversity training is legal awareness which has to do with the legal implications that could come along with discrimination. cultural awareness is the second component that helps the employees understand the differences in the world and learning to appreciate differences in peers and other employees. Lastly is sensitivity training that deals with emotions and empathy in the workplace. This is probably

Diversity is a common occurrence in every workplace setting in current business environment mainly due to globalization. There are many challenges when it comes to maintaining diversity in the workplace and one of them is inclusion. As an HR, I have received complaints about lack of inclusion in my company. This paper will be written as a guide to the supervisors on how to maintain inclusion in the workplace. This paper will include plan for the types of exercises, role-playing, or activities that will maintain participant interest and enhance inclusion in the workplace. This paper will utilize both social learning theory and adult learning theory to prepare various types of plan to tackle the problem of discrimination and exclusion of certain employees from diverse backgrounds.

Susan Jackson states in Diversity in the Workplace: Human Resource Initiatives that, “Surveys of business leaders confirm the perception that interest in managing diversity successfully is widespread. In a study of 645 firms, 74% of the respondents were concerned about diversity, and of these about one-third felt that diversity effected corporate strategy.” This means that the majority of organizations feel diversity is important, and see the need to take action, however; implementing the process can be more difficult. This paper will outline a human resources

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

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.

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

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.