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Diversity Training Case Study

595 Words3 Pages

When creating a diversity training program, it is important that everyone finds value and use in the training. Having the role of a male employee in a male dominated work environment with no minority employees, seeing this value may be a challenge. While it may be difficult to understand why I am being asked to do this training, refusing to do the training shows disrespect to the female employees and upper management. Being a male employee in this corporation I am part of the majority, there is 49 male employees and only 9 female employees here. When I catch news that the work environment is being labeled as hostile for female employees, I would be confused. To address this issue the owner hired a HR manager to create a diversity training program out of the blue. My issue with the news of the training would be, what is this training going to accomplish for me. I have no idea what the female employees feel and without being told there is an issue, the male employees have no chance to defend or change their actions. I also may be confused because there are no minorities working here currently, so what would be the point of the training. …show more content…

We have women working in the office as well as women working on the plant floor, that we need to interact with. Showing resistance to the job would not sit well with management or any females working in the plant. The underlying issue with the diversity training for the whole corporation is, will this training shape the future environment of this company and is it worth our time. If the male employees are getting nothing out of it for the current situation and both female and male employees do not see positive results from the training in the future, the training will have been a waste of

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This step will show employees that anyone can receive rewards for their performance despite individual differences and will reduce any feeling of bias that may present within their minds. This willimprove morale, confidence in management and promote diversity as members from ethnic and minority groups will be rewarded once they are performing above standard. Increase employee awareness Managers and supervisors will then create cross functional teams, special work groups and implement job rotation to aid in employee understanding and acceptance of diversity. When an employee only work in a specific job they become accustomed to the persons they work with every day, however by ‘forcing’ interactions with other employees with whom they are not accustomed they will become exposed to different types of people with varying backgrounds and lifestyles.

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Good diversity training gives employees the skills that they can use to deal with workplace diversity, its implications and effects. Begin with awareness building to ensure that all employees understand the business and ethical reasons for implementing a diversity strategy. A second-stage diversity program should further develop employees' skills and knowledge to contribute to business success in a meaningful way. The purpose of your communication strategy at this point is to talk about business goals and achievements relating to the diversity strategy for Managing Diversity for Success. The goal is to be recognized by employees, suppliers, customers, and the public as an inclusive organization that places a high value on diversity that is

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To achieve this the human resources management has embarked on training and development of employees on issues of diversity and unity . Further , the

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The effect of diversity training was to create attitudes towards diversity which appeared to have provided an opportunity to create an environment in which safety was addressed, as well as a lowered level of perceived discrimination and increased acceptance in terms of cultural

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This organization actively promotes diversity and inclusion for women in the male-dominated industry, following ESG principles. ESG, which stands for environmental, social, and governance, is crucial for companies as it adds value and aids in risk management. ESG practices involve diversity and inclusion, fair compensation, ethical supply chain operations, carbon emissions reduction, and workplace safety. My organization has set deliberate goals for 2024 that are in line with ESG initiatives and can be reported on effectively, which encompass intentional inclusion practices. While furthering my education and taking a Diversity in Professional Settings course at the University of Cincinnati, I acquired insights into DEIB and its significance.

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I. Description of the experience: I went into this interview with an open mind ready to learn about diversity from someone else’s viewpoint, and what I walked away with was so much more than that. When preparing for this interview I originally emailed some other participants and did not have any response. After discussing with some coworkers, I was told to reach out to Dr. Ernestine Davis. My perception of diversity prior to this experience has definitely been changed. I feel as though I am more aware and have a better understanding of where I need to be to work with diverse groups of people.

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This includes people of all ages, sexual orientations, and religions as well as those from minority ethnic backgrounds. Police should become familiar with all county residents, regardless of their race, gender, age, sexual orientation, or religion. The findings of the study also suggest that white managers and business owners were more likely to have negative attitudes toward equality and diversity at work. Those 25 or younger, also tended to view equal opportunity laws, policies, and responses to demographic changes negatively. Although it was found that female managers viewed diversity and equality more favourably than their male counterparts (Djebarni & Ebie,

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When narrowed down, gender diversity encapsulates the representation of men and women within a group that have a potential to improve the organization by their diverse ideas (Erhardt et al., 2003, p. 103). Nielsen (2009) explained diversity as separation, variety, and disparity. Diversity as separation implies positional and ideological differences within a firm’s unit; diversity as variety means differences in members’ “display of information, knowledge or experience” (p. 18). Diversity as disparity infers a variation in the composition of resources and social assets, such as the pay, position, and benefits earned by unit members (Nielsen, 2009). In corporations, gender diversity implies the distribution of males and females in any workgroup and their representation across sectors, departments, and industry

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I feel that by integrating a pipeline of predominantly minorities and females your company will be able to have improved diversity in a much faster time frame. As I wrote in my first memo, your company has a lack of diverse leadership in executive positions with no African Americans and only four females on the board of twelve. The value of making an effort to make your company and executives more diverse is one that will make the company more profitable and more distinguished as your mission statement aims to do. Studies from the Federal Glass Commission have found diverse companies to flourish more than no diverse ones. “The study found, the annualized return for the 100 companies which rated lowest in equal employment opportunities issues, average 7.9 percent, compared to 18.3 percent for the 100 companies that rated highest in their equal employment opportunities. "

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A company may employ more males than females and may provide higher wages to men. So there is no diversity in gender. However, the Equality Act 2010 prevents this and it requires work of equal value to an organisation must provide equal pay also it is unlawful to discriminate

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A key focus of organisations in a dynamic and uncertain environment is to maintain a competitive advantage. Academic literature emphasises the importance of maintaining a diverse work force in the quest for that advantage. Affirmative action is the creation of upward mobility for both minority groups and women (Schermerhorn et al., 2014) – the purpose of affirmative action programs is to provide and promote diversity. Holistically developed and appropriately executed affirmative action plans will successfully traverse the cultural, social, and legal structures of companies across the world, amplifying the positivity associated with workplace diversity (Combs et al., 2005). And thus, many organisations implement the programs in order to achieve

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F. Management of training and workforce diversity If managers in companies were given a choice between using trained or untrained employees, most of them would choose trained employees. But what if they were told that training employees costs a lot of time and money? Probably some of them would rather use untrained ones (Benton, 2014)! However, failed training and under-training can definitely end up costing more than they expect. There are many reasons that lead to this result, such as inefficiency of untrained workers, the time and money lost due to mistakes made by untrained workers, and the lost of customers (Benton, 2014), just to name a few.

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