White employees received training separately, and of different content, than employees who identify as people of color. While some experts agreed that the two groups might benefit from content contextualized to their lived experience and backgrounds, diversity training is more effective when various groups can come together to better understand their differences - and similarities. These two sets of benefits dovetail together.
When an effective diversity and inclusion program is deployed within an organization, it sets off a chain reaction of positive results for the organization and the people working within it. Employees feel more respected, are happier within their interactions with colleagues and managers, and will work harder for the organization that elevates and respects them. They sell more products, or deliver better code, or are more efficient in their duties.
They stay within your organization, perhaps being raised to senior-level posts, keeping down hiring costs and organizational knowledge remains within the company.
Clients receive great service or have their problems solved more quickly, and are happy with their results - perhaps even becoming evangelists for your company. As more people have positive interactions with your organization, better business results are soon being seen in your profit margins.
There are many ways for an organization to introduce diversity and inclusion training without it being a lecture or PowerPoint presentation. This activity asks participants to write down on a sheet of paper an answer to the following prompts:. It should not be obligatory for them to share deeply personal things if they are not willingly doing so. The debrief should prompt participants to think about what they have learned about their peers, how it felt to complete the activity, and how they might be more inclusive in their actions going forward.
For this activity, participants are given two sheets of paper. On one sheet, they will write an aspect of their identity. An example of this could be Black, Asian, disabled, blind, gay or any other aspect of their identity that they wish to share. On the other sheet, they will write what they are not, which will usually focus on a common stereotype about that identity. The purpose of this is to highlight the various stereotypes that the participants have had to face throughout their lives and to dispel them.
Participants are paired with peers of different backgrounds and are asked to write about the challenges that might have been faced by their partner based on their specific background. The group should be given time for each person to talk about what they have written, and why, and for their peers to respond, giving more context to how their background has affected them.
For example, two engineers, a white, gay man, Michael, and a Black woman, Mary, are paired together. Both people will walk away from the exercise understanding more about how life experience might differ based on a wide variety of factors.
A Harvard study has shown that this type of diversity training has potential for long term positive effects , as well as increasing inclusion towards other, unrelated groups. The study mentioned above also found that goal setting can produce long-lasting positive results within diversity training.
In this activity, participants are asked to set measurable, attainable goals within their workplace. These goals should be based around increasing inclusion, for example, challenging sexist jokes, increasing the inclusivity of language, or giving underrepresented people a platform. When a clear path is laid out, with actionable steps that participants can focus on, diversity and inclusion training is much more effective. There will be different challenges based on geographic location, the demographics of your organization, the industry, and many other factors.
There will not be a one-size-fits-all solution here. As more organizations face the reality that one-time sessions will not deliver lasting results, diversity and inclusion experts are in higher demand than ever. One Seattle-based firm has risen to meet this demand with online resources, including webinars, courses, and one-on-one coaching. It is ill advised to gravitate to training as the elixir for issues around inequitable practice. Deploying training in the right way, and at the right time, will support organizations to thrive around the diversity and inclusion agenda.
Don't make the mistake of thinking that training will produce results, in isolation of deep work around systems and functions, to embed authentic and systemic processes for inclusion. Enact a program of systemic change, and then promote training, as an aid to implement the change, through knowledge and skills development. Wholesale training activity, that it not targeted to smart objectives and aligned to a holistic organizational development plan, are unlikely to achieve best in class, impactful results.
Don't tick box it. Do it right, to get it right. This is a BETA experience. You may opt-out by clicking here. More From Forbes. Jan 12, , pm EST. Jan 12, , am EST. Jan 11, , pm EST. Jan 10, , pm EST. Jan 9, , pm EST. Jan 8, , pm EST. Edit Story. Sep 10, , am EDT. I develop leadership diversity and inclusion strategy for business.
Diversity training is an important step in achieving that goal. Training helps employees become more aware of unconscious bias and other barriers to diversity and inclusion, and motivates positive behaviors and attitudes — essential for creating and maintaining a respectful, inclusive workplace. Compliance Blog.
Raising awareness One of the goals of diversity training in the workplace is to raise awareness of the value of collaborating with people of different cultures, races, genders, ethnicities, beliefs, experiences and ideas. Sign up for a free trial of the course:. Share Domestic companies are also spreading their operations to new territories across the globe in search of new markets or outsourcing some aspects of their production process.
Management of employee cultural diversity, through the integration of suitable strategies plays a key role in improving the competitive advantage of the business, especially on the global platform.
Globalization calls for specific approaches that promote harmonious working relationships within increasingly culturally diverse workplaces. Hansen observes that workplace diversity is critical to the existence of businesses and identifying key strategies to ensure harmonious working relationships among culturally diverse employees is integral to the survival of any business.
Diversity in this case means the differences between Outcomes of a Cultural Diverse Workforce on leadership Eligio Solis Southern New Hampshire University Abstract This paper explores three articles that reports on results for research on the positive and negative outcomes for leadership when working whit diverse workforce. These articles explore different perspectives of diverse workforce and its challenges. These challenges are mainly affected by the different types of culture and personalities that employees bring to organization mainly affecting its leaders.
Outcomes of a Cultural Diverse Workforce Diversity is becoming more common among organizations and its rapid growth especially in the United States, is creating challenges across the globe. Diversity is not just defined for the different type of cultures that there is within an organization, there are other definitions to diversity. You can also find diversity in organization from the gender of a person, the sexual preference, religion, nationality, age and color.
Diversity refers to an individual differences, that are within each person and creating some challenges for the organizations. Diversity is becoming more common among organizations and it is rapidly growing in this business. Diversity is refers to the differences between Diversity training is geared towards helping participants gain awareness into different cultures for the benefit of employees and the organization.
Managing diversity and inclusion can be very challenging and involve shaping the environment for the employees to be able to express themselves without judgment and also to contribute and participate towards the organizational strategic plan and personal development. Having a diverse training program helps portray a concrete platform, and also to get rid of all negative beliefs and initiate changes towards inclusion and ways to deal with individuals in a professional and acceptable manner using the policy, guidelines and employee handbook.
Abstract Culture Diversity in Business is Simple you First have to have the steps in order to be successful both America and Overseas, which is not easy because you have to appeal to both areas and have the necessary steps put in place already in order to be successful. The second important thing in my eyes is that you have to make it diversity and appeal to all workers and customers of your business. Cultural Diversity In order to be a successful company overseas you have to have Cultural diversity but not only that I think you have to have attitude acceptance.
Because of our history of assimilation we are not always as acceptable of difference, but as we evolve and understand ourselves and the world around us that will also change and sometimes that is for the better. Homan, Claudia Buengeler, Robert A. Eckhoff, Wendy P. The journal puts forth the following research question; Does diversity training increase team creativity reflecting in better team cohesion and effectiveness but only for teams with less positive beliefs of diversity.
The method in which the research is conducted is through a qualitative study whereas diversity beliefs questionnaires online were completed by participants of 41 different nationalities. All of the participants were undergraduate students who were enrolled in an international university located in Germany. One of the gaps in the study was that the study failed to understand the long term effects of diversity training along with addressing the effects of it on individuals who have not been previously exposed to diverse conditions or diverse individuals.
Additionally, the diversity training was only conducted for persons within an academic setting and may suggest that people outside of academia would respond much differently to diversity training. The findings of the research suggest and support the idea that a lack of diversity in organizations may be a liability and that providing diversity training to teams and organizations with a little or no diversity can achieve positive results but at the same time, may result in a reduction of creative
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