Implementing Diversity Training

Paper Summary:

This paper proposes possible ways of implementing diversity training. Firstly, it maintains that non-confrontational techniques are considered the best way to approach training. The paper suggests that it is better for a facilitator to lead the group and promote constructive action and talking, and then follow the group's ideas, rather than to have an expert drive a course where no interaction is allowed. The paper also suggests that practical, real-world examples be used in training, as theory-based or academic teaching can be staid and uninvolving. In role playing activities, the paper suggests using positive examples rather than negatives ones as a guide for future behavior. The paper further asserts that the group should be unified as one rather than polarized, which is best achieved by a participant-centered approach to learning rather than an expert-centered approach to learning. In its conclusion, the paper stresses the importance of regular evaluative reports on the overall success of the diversity training program - including opportunities for employee input - on a monthly basis or less often if the program is going well.

From the Paper:

"A good way of keeping employees engaged during the training is by making homework mandatory. This may seem a little like forcing an unwilling child to do homework, but training sessions should be inclusive and interesting enough to make this form of homework informative. The employees should remember that their homework is to contribute to the happiness of their work environment. It is also a forum through which the employees can offer their opinion - a right which is often a problem in diversity-challenged workplaces to begin with. Employees should be encouraged to give their input throughout the diversity training, but they should also be encouraged to be positive and refrain from blaming or shaming individuals (ibid). Whilst diversity training is implemented to correct past problems, its goal should be to look to the future. The goal is for employees to be unified, not divided."

Sample of Sources Used:

• Holmes, T. E. (2005). Diversity in the workplace: Diversity Training Programs Changing With the Times. Boston Works. Retrieved April 2, 2007 from http://bostonworks.boston.com/diversity/062003/div_0603_4.shtml.
• Kalev, A., Kelly, E. and Dobbin, F. (2006). Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies. American Sociological Review, Vol. 71, 589-617.
• Profiting From Others' Experience: A Diversity Training Checklist. HR Magazine. October, 1994. Retrieved April 2, 2007 from http://www.findarticles.com/p/articles/mi_m3495/is_n10_v39/ai_16369820.
• Vasquez, Mauricio. (2004). Why Diversity Training is "Not Working". Diversity Training Group. Retrieved April 2, 2007 from http://www.diversitydtg.com/articles/training_changes.htm.

More papers on Implementing Diversity Training:

• Descriptive Essay # 132778 : "Diversity Training"
• Essay # 90408 : "Diversity in the Workplace "
• Research Paper # 75561 : "Multiculturalism and Diversity"

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