Diversity Training

Diversity Training

Diversity training refers to enabling people from different cultures to achieve organizational success even with their differences. Successful diversity training programs are tailored according to an organization’s needs and cultural mix of employees. Although businesses have made great strides in enabling a diverse workforce to collaborate and deliver organizational goals, some issues still persist. Hire our assignment writing services in case your assignment is devastating you.

Diversity Training Experience

In my former workplace, I worked with colleagues from diverse cultures. Some peers at the workplace treated criticism as an attack, while others embraced it. These differences were caused by communication barriers resulting from different cultural differences. Unfortunately, any attempt to influence employees to behave or communicate in a specific version was interpreted as coercion. Therefore, forcing employees to follow a certain direction without understanding their perspective is a challenge that affects diversity training (Hite & McDonald, 2006).

Improving Diversity Training

One of the most effective ways to ensure effective diversity training is to extend it over a long time. People’s attitudes and behavioural patterns are linked to their personal identities; hence, it is difficult to change them (Fernandes, 2020). However, constant reminders by peers and the media over long periods of time improve knowledge. Also, a company should tailor diversity training programs to fit their needs. There is no one-size-fits-all in diversity training. Therefore, companies should look inward, identify problems, and create effective training programs (McGuire & Patterson, 2012). That may call for a fact-finding mission to establish employees’ needs through surveys.

Organizations should also embrace an integrated approach when providing diversity training. An integrated approach means using various methods to present employees with diverse knowledge, such as discussions, presentations, and lectures (Lowry & Hanges, 2008). Also, diversity training must be part of larger employee development programs such as mentorship.

References

Hite, L. M., & Mc Donald, K. S. (2006). Diversity training pitfalls and possibilities: An exploration of small and mid-size US organizations. Human Resource Development International, 9(3), 365–377. https://doi.org/10.1080/13678860600893565.

Fernandes, P. (2020). Creating a Diversity and Inclusion Training Program. Business News Daily; businessnewsdaily.com. https://www.businessnewsdaily.com/9782-diversity-training.html.

Lowry, C. B., & Hanges, P. J. (2008). What is a Healthy Organization? Organizational Climate and Diversity Assessment: A Research Partnership. Portal: Libraries and the Academy, 8(1), 1–5. https://doi.org/10.1353/pla.2008.0010.

McGuire, D., & Patterson, N. (2012). Diversity Training in Organizations. Handbook of Research on Workforce Diversity in a Global Society, 273–287. https://doi.org/10.4018/978-1-4666-1812-1.ch016.

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Unit 7. DB: Diversity TrainingUnit 7. DB: Diversity Training

Diversity Training

In our readings and resources, we have explored how to make diversity training more effective. What have been your experiences or the experiences of a peer or relative in diversity training? How were these experiences positive and negative? How could the training be improved?