...DIVERSITY TRAINING: THE POSITIVES AND NEGATIVES Human Resources Management El Paso Community College Fall 2015 ABSTRACT Office diversity signifies a variety of differences between personnel in an organization. It may sound simple enough, but diversity embodies race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and even more. Diversity not only implicates how people identify themselves, but also how they view others. It is these perceptions that affect their working relationships. Attracting, maintaining and motivating the most talented is essential to an organization’s success. If an employer wants their employees to represent their consumer and public then must attract and maintain an assorted range of talented personnel, not just those apt to fit in with the personnel already employed. It is for this reason that much diversity training efforts focuses on telling people what not to do, say or believe. Influential approaches to managing diversity is centered on assisting personnel to work out what they can do or how they can proactively shape an all-encompassing work environment. To steer away form this approach can cause negative and pain-staking results. Introduction Diversity training signifies the opportunity for employers to educate their staff about diversity. While diversity training cannot entirely change an individual's views, it does have the ability to expand awareness, impart understanding...
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...Some companies hold diversity workshops. Some hold retreats. Some offer surveys or accept anonymous suggestions on how to improve cultural diversity. Some create diversity task forces. Some offer mentorships. It seems to be consistent across the board that diversity training programs must have goals that come from within the organization and for the right reasons, not because the company is solely concerned about protecting its corporate back. When diversity programs are rammed down employees’ throats, they are not effective. When the ivory tower of corporate management institutes a diversity training program and mandates that all attend, employees can become resentful. Mandatory diversity training can even cause biases to deepen. If a company believes that a one-day training workshop will eradicate a lifetime of prejudice and biased beliefs, it is wrong. The goal of diversity training is to create awareness of the differences among co-workers and teach that working together cooperatively produces a win-win outcome for the employee as well as the company. Corporate diversity also ensures that employees of various cultural backgrounds and gender be included not only in leadership positions, but are also provided a level playing field for opportunity within the company. Creating awareness must happen over time and by employing many different methods. Take the example of Mothers Against Drunk Driving. The program created awareness of the dangers of drunk driving...
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...Diversity in Organizations Jessica Luther BUS 610 Charlene Anderson February 15, 2012 Diversity in Organizations Organizations of today are more diverse than ever. Diversity is defined as “the host of individual differences that make people different from and similar to each other.” (Kinicki and Kreitner, 2010) Organizations have to find ways of integrating the differences of the people that work for them into a “common objective” that represents the organization as a whole. Diversity is about the “individual characteristics” that identify the way a person will perform a particular task within the organization. Individuals encompass a myriad of dimensions that make them unique. This paper will identify methods and procedures for analyzing diversity and how they can be used in a cultural diversity program. There are four layers of diversity that differentiate the influential way in which people differ. These four layers are identified as: personality, internal dimensions, external dimensions, and organizational dimensions. Personality is characteristics that make up a person’s identity. Personality is the foundation of the other three layers. The second layer of diversity is internal dimensions. Internal dimensions are classified as characteristics that are uncontrollable such as age, race, gender, social orientation, ethnicity, and physical ability. The third layer of diversity are the external dimensions such as geographic location, income, personal habits...
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...industries. 1. What changes in employment relationships are likely to occur as the population ages? Researchers have shown that with age come positive workplace behaviors. For instance, older employees are likely to demonstrate exemplary ways such as volunteering, a higher respect for safety rules, lower work injuries and lower counterproductive behaviors. They are also likely to show strong commitment and work ethic at work. Nevertheless, the relentless fight to changes and struggle to adapt to new customs represents adverse effects that are expected to occur as the population ages (Stephen & Timothy, 2013). 2. Do you think increasing age diversity will create new challenges for managers? What types of challenges do you expect will be most profound? Managers will face new challenges due to an increase in age diversity. Because of the potential generation gap between younger...
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...Abstract Diversity management practices are specific activities, programs, policies and any other formal processes designed to improve management of diversity via communication, education and training, employee-involvement, career management, accountability and cultural change. Overall, diversity management places emphasis on the development of organizational strategies and cultures that are not only tolerant of diversity but actively encourage flexibility and inclusion (Burke & Ng, 2006; Childs, 2005). Workforce diversity is increasing and managers need to develop ways to effectively manage the different views and characteristics of the new, diverse workforce. While there has been considerable research exploring the ‘value-in diversity’ approach, many questions remain unanswered. The evaluation of diversity programs remains an area for attention. While many firms have implemented diversity practices, it is difficult to measure the relationship between diversity practices and organizational performance outcomes. Recent research has explored the factors that moderate the relationship between diversity and performance (Grimes & Richard, 2003; Richard, 2000). Richard (2000: 174) concluded that diversity does add value to a firm but the effects of diversity “are likely to be determined by the strategies a firm pursues and by how organizational leaders and participants respond to and manage diversity”. Introduction Diversity is a commitment to recognizing...
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...the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In many communities, including large areas of California, the nonwhite population is already at 50 percent (Changing Our World, 2000). Despite heroic efforts on the part of diverse public and nonprofit sector leaders and their allies, gaps between rich and poor, and between people of color and whites, have increased over the past decade: • Poverty rates for full-time U.S. workers have stayed...
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...2008 DIVERSITY ACTION PLAN March 17, 2008 Goal 1: Advocacy Item 1: All newly hired employees will be provided with a copy of the Diversity Plan and receive a brief introduction to diversity awareness during their orientation training. Each employee will also receive more intensive diversity awareness training, which must be completed prior to the end of their original probationary period: ongoing. Continue the development of a diversity network to ensure that diversity initiatives and information are distributed throughout the organization: include articles on diversity initiatives and the progress of the Action Plan in the Circulator, the staff newsletter; inform the Board and District staff of diversity activities through formal monthly reports made for Board meetings; and post activities on the District’s web site: ongoing. Provide supervisors and managers with training on how to manage diversity in the work environment. Training will be conducted by an external diversity trainer: ongoing. Reevaluate and update the District’s Diversity Plan for possible revisions. Continue to monitor Action Plan accomplishments on a quarterly basis: ongoing. Implement District Strategic Plan objectives by establishing additional communication tools to promote cultural awareness. Develop a diversity Web page that will provide all-inclusive information on District cultural activities, community organizations and agencies, cultural heritage information and resources, District diversity awards...
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...Abstract The objective of this analysis is to confirm that Service Source is using diversity to its fullest potential. It will discuss it’s abundance of diverse individuals within the organization and the groups they have formed to expand awareness. However, there are areas where SSI could improve such as expatriates sent overseas to global stations and the training therein. With specialization of the strengths and targeting the weaknesses listed, Service Source could uncap a more effective business model that would increase the bottom line. Analysis of Service Source International Diversity Businesses see the turnover rate every month leading people to believe that it’s just circumstantial. That an employee will leave because of personal reasons. However, there are several trends in turnovers within a company and they all focus around diversity. “The turnover rate for blacks in the U.S. workforce is 40 percent higher than the rate for whites, and turnover among women is twice as high as for men,” (Robinson & Dechant, 1997). What if SSI was able to hone in on encouraging diversity to maximize the current talent available? The argument has shown before in other studies that companies who practice this have increased profits. Diverse Employees While at SSI, you cannot find two employees exactly alike. Whatever definition of diversity you choose to accept, SSI matches it. The diversity of the employees already has long reaching affects. SSI has a massive referral rate...
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...Analysis of Topic – Pg. 3-9 References – Pg. 10 Appendix – Pg. 11-12 Diversity is important for workplaces to retain a competitive advantage in today’s global economy. “Diversity enriches the workplace by broadening employee perspectives, strengthening their teams, and offering greater resources for problem resolution” (Cox). Diversity is becoming a more common aspect of the business world, but the importance of diversity is often undervalued. “Up to 79% of organizations indicated that they use some form of diversity training” (Madera). Diversity training helps to inform employees about the benefits of diversity, and how you can achieve diversity. According to Barb Peluso “diversity training is becoming a bigger part of the workplace as economies and marketplaces become globally intertwined”. Diversity is a necessary entity in order for a company to achieve a competitive advantage in the economy. Diversity can often have many different definitions. For this paper I will be using the University of Tennessee’s definition. “Diversity is a commitment to recognizing and appreciating the variety of characteristics that make individuals unique in an atmosphere that promotes and celebrates individual and collective achievement” (University of Tennessee). Diversity can be experienced in numerous different ways. Any individual characteristic that makes a person different leads to diversity. Some common diversity issues include age, language, race, religion, and gender. Diversity’s most...
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...Assignment 8 - Diversity Planning Sidney Whitt Brandman University Cultural Dimensions of Global Leadership OLCU 618 Dr. Craig M. Brewer June 29, 2014 Assignment 8 - Diversity Planning Introduction A hospital that neglects the need to provide diversity training for its employees could open itself to unexpected and undesirable employee-related issues. When a climate exists where employees feel slighted, misunderstood, disrespected or misunderstood due to conflicts or differences with other workers, productivity and morale are sure to suffer. Hospitals are subjected to lawsuits from many different avenues, but they can avoid discrimination-related lawsuits by the establishment of an effective diversity-training program. “The benefits of business diversity include the ability to communicate with a wider audience, multiple perspectives in decision making and--as a result--increased productivity. The road to diversity is challenging because people often carry a natural resistance to change, and issues like language barriers and implementation can slow down the process. However, with an adequate diversity training plan in place, you can streamline the process” (Holt, 2012, p. 4). Analysis Stimulate employee involvement in the attainment of diversity goals. The first step in the initiation of a diversity-training program is the identification of the program sponsors and stakeholders. Program sponsors and stakeholders should be interviewed, focus groups conducted...
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...Audience Analysis Paper In the world of business one of the most essential roles is effective communication. During your journey to the top you will have to give presentations, training, and meeting to others. These individuals could include other entry level employees, assistant managers, managers, or even owners of the business. The more you know about the individuals attending the presentation, the better you can prepare the presentation to meet everyone needs and expectations. (Laskowski, 1996) The way you effectively present yourself along with the deliverance of the information will have a direct reflection on your success. In this paper we will talk about characteristics to consider of the audience, the appropriate communication channels, and how to deliver your information effectively. When you consider the characteristics of the audience you look for the personality types, their gender, family background, education, religion, age, and economic status. These characteristics are called demographic characteristics. (Pearson Education, 1995-2010) Psychological profiles of your audience may come to some importance as you shape your message. These characteristics include opinions held by many are beliefs, sense of right or wrong or views of the goodness/badness are values. Inclination to vote is predispositions to behavior, we call attitude. Actions taken are behaviors. They are not often consistent with attitudes, beliefs and values. There are also situational characteristics...
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...Diversity in the Workforce Raul Rios Jr. Columbia College Thesis Statement What are the different aspects of diversity within the US workforce and how might it be effectively managed? What positive and negative factors are derived from diversity training? This research paper aims at answering this particular question. In order to do this, the paper will look at the challenges of diversity in the workplace from many different angles. Abstract This paper first explains what diversity really is and the impact it has on today’s workforce. It also explores why diversity needs to be managed in workplaces in the United States. It then discusses the positive and negative impacts of managing diversity (mainly diversity training). This paper identifies some of the major challenges associated with managing diversity. This research paper concluded with some recommendations on how to manage diversity within a workplace. Diversity in the Workforce Changes in the US Workforce Make Diversity an Organizational and Managerial Issue The United States has historically been a land of the immigrants; it continues to be the same today. People from al around the world come to settle in the US. United States has people from ever ethnic backgrounds, whether those people are in the majority or minority. The diversity of America does not only encompass different races of people, but many other aspects which differentiate people from each other. Diversity can refer to people who practice...
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...Effective Diversity Management Essay Workplace Diversity: A Contribution to Organisational Success Abstract Workplace diversity is vital for any organisation. The benefits diversity can bring are able to drastically change the performance of an organisation. The following essay explains the essence of workplace diversity, describes the difficulties that may arise in diversity management, and presents the key benefits that it can bring to an organisation. With these issues explained, it is evident that organisations can benefit from workplace diversity and how it can make them successful. Workplace Diversity: A Contribution to Organisational Success Workplace diversity incorporates more than it seems at a glance. Diversity presumes mainly cultural, racial, and gender differences, because these are the most visible distinctions between people. There are, however, many other characteristics in which employees differ. Rice (2010) defines diversity as “differing cultures, languages, ethnicities, races, sexual orientations, religious sects, abilities, classes, ages, and national origins of individuals in an institution, workplace, or community.” (p. 96). As far as the workplace is concerned, diversity is crucial for it. Employees of different cultures, races, ages, classes and backgrounds can make their own unique contributions to the development and performance of an organisation. This is why numerous “business and governmental organisations have implemented workforce...
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...U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson. All electronic materials are available on the student website. |Week One: Workplace Diversity | | |Details |Due |Points | |Objectives |Recognize the dimensions of diversity. ...
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... |SOC/315 Version 4 | | |Cultural Diversity | Copyright © 2010, 2005, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the issues, challenges, and opportunities presented by U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson. All electronic materials are available...
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