Diversity Training Essay

1801 words - 7 pages

Diversity Training

Work force demographics, which reveal increased diversity among the working population, are triggering a huge growth in diversity training programs. Although these programs typically are designed to improve working relationships, many of them are accompanied by a backlash from those who do not agree with the focus of the programs or the messages they deliver. Some people believe that diversity training should focus only on those categories protected by law—race, gender, and disability. Others argue for a more inclusive definition encompassing age, educational level, family structure, job function, sexual orientation, ethnicity, and values. However, it is the messages these programs deliver that spark the greatest controversy. This publication considers myths that cause some people to fear or resist diversity training as well as myths overstating its outcomes and effectiveness.

Do Diversity Programs Discriminate against the Majority?
Many workers—white males in particular—fear that in the rush for a more diverse workplace, they will lose out. They believe that, in the past, having the right qualifications has been the sole basis for realizing most workers' employment and advancement goals. Now equity quotas and diversity benefits for minorities are being added to the employment equation, creating discomfort for many workers. Unless the fears of those who believe that racial or gender diversity goals will overshadow their own employment status are addressed, companies are likely to experience employee backlash from their diversity training efforts (Day 1995).

The way training is delivered can perpetuate discrimination fears by making some groups feel that they are the villains and others the victims. For example, diversity training that focuses solely on the stereotyping of women and minorities places white males in the role of perpetrators instead of including them in the equity equation. People don't want to hear that they have been successful only because of their skin color, nor do they want to hear that they alone are responsible for the oppression of female and minority workers (Flynn 1999). Employees must be convinced that the organization's diversity programs "do not seek to displace white males, but rather to prepare workers and managers to work in a heterogeneous environment, one where everyone can compete equally for organizational resources" (Riccuci 1997, p. 39).

Diversity training may also be perceived as a source of reverse discrimination, especially when the trainers hired to deliver the training are selected solely because they represent a minority population, rather than because they possess diversity training skills (Flynn 1999). Studies show that some people who assume the role of diversity trainer are not qualified to deal with the issues that surface in these programs (ibid.). Although they many have interpersonal skill training experience, some diversity trainers have limited knowledge of...

Find Another Essay On Diversity Training

The Diversity Training Movement and Its Failure

1167 words - 5 pages job and perhaps we'll never know the real reasons why. The hiring process has since seen its fair share of changes and alterations. Understanding diverse backgrounds was the key to getting the Director we needed.The underlying expectation of the diversity training process is to provide an avenue of learning and create a level of awareness that would eliminate discrimination and harassment in the workplace. At first, diversity training seemed to

A Critical Evaluation and Analysis of Diversity Training- the Positive and Negatives

1598 words - 7 pages Companies that commit themselves into the culture of embracing ideologies imparted through diversity training establish a competitive environment (Ongori and Agolla 73). The competitive environment is springs from brilliant decision making process to marketing the company’s products to foreign communities. Through diversity training, companies understand the different needs of its potential client base. This is discovered when a company sends

Elements of Successful Organizational Diversity Management

2134 words - 9 pages experiencing the greatest success with diversity training are more likely to view diversity as a business issue rather than a social issue (Profiting from others', 1994). Link diversity to other organizational initiatives, such as quality management or career development (Lapid-Bogda, 1992). Discuss both your initial assessment of what will be required for implementation and institutionalization of diversity management and the known elements in the

Disney out line for sociology

1047 words - 4 pages goal may be to market job postings to the broadest representation of the community or to host diversity workshops for managers and staff. A complex goal may involve increasing diversity at all levels of the organization over a multi-year period, launching training programs, developing strategies to foster a general climate of inclusion and or taking on other aspects of diversity. Determining goals may include: • Creating a more diverse

The Effect of Diversity on an Company’s Structure and Performance

644 words - 3 pages subdued them. The nature of the effect had to do with the gender or race. Human resource and training and development practices that reduced negative effect of race diversity on a productive group process include instruction on open communication, interactive listening and providing exigent assignment and prospect for growth. This led to promising impact on company performances and group bonus. In other, gender diversity allied with group

We Must Promote Diversity in the Workplace

623 words - 2 pages with different religions, can be accomplished in many ways, such as training courses, workshops or company handouts (Thomas Kochan, 2003, p. 4). Companies must embrace multiculturalism and diversity. The impact of diversity is a successful learning experience for companies, and is equally as important to a company as its mission statement because of the educational and work ethics of its employees. Awareness and knowledge of diversity in addition

Reasons Behind the Rise of Workplace Diversity

600 words - 3 pages . & Tony G., 2011). As example, many corporate retails company like TESCO and Giant will pushes the stakeholders to look inside the organization on how the employees handling the process of diversity issues, rewarding correctly and turning back to the others. If there is unsuccessful in handling the process of diversity, it will shows that the management have a lack training of employees and the priorities for each employees to have a good result

Value of Diversity in the Workplace

841 words - 3 pages productive work environment.Ramification of a Diverse OrganizationEven though there are many value in have a diverse workforce. The inability to manage diversity in the workplace can be extremely harmful and costly. Some feel that the cost of diversity will go up while President Obama is in office (Rubenstein, 2008).The cost of being diverse can be overwhelming. Some of the costs are: Diversity training staff to schedule workshops, human resource

Multiformity in the Workplace

636 words - 3 pages order to change behaviour and improve performance in the work environment. Training can be done to increase the awareness of stereotypes and its negative impact in the workplace. Employees should also be made aware of the positive impact of valuing diversity in the workplace. Asset recognition training also helps to emphasize each individuals uniqueness and discourage the moulding of diversity into the corporate structure. Unique assets and potential contributions to the workforce are emphasized.

Managing complexity and diversity in the workplace

1145 words - 5 pages training remains the primary method used to facilitate behavior change. However, existing diversity training is perceived to have failed, calling for a new diversity training leadership focus to improve diversity performance. This paper provides research supporting the self-efficacy construct to build diversity self-efficacy and bridge the gap between diversity training and diversity performance.This practice exist more in the human services

Debate Surrounding Affirmative Action

890 words - 4 pages of how a more diverse workforce contributes to the bottom line" (p. 96). Gilbert and Ivancevich go on to note that diversity training and education does little to improve diversity management in the organization. As such, a successful diversity management organization will embed the process of diversity as part of its strategic objectives for the organization. In short, without diversity the organization will be unable to succeed.In addition to

Similar Essays

Diversity Training Essay

3410 words - 14 pages Table of ContentsI Diversity DefinedII Diversity ManagementIII Needs Assessment for Diversity Traininga) Diversity Assessmentb) Diversity PlanIV Approaches to Diversity TrainingV Diversity TrainingVI Pitfalls in Diversity Training ProgramsVII Diversity Training and TeamworkVIII ConclusionDIVERSITY TRAININGAbstractDiversity has been a favorite discussion topic in many businesses and all over the world. Diversity training is a concern that faces

Diversity Training What's Missing? Essay

1936 words - 8 pages Diversity Training - What's missing? 2Diversity Training - What's missing?Pennsylvania State UniversityMay 2nd, 2014IntroductionDiversity is all around any given workplace at all times in all things. People in the world differ in many ways. People in the workplace are no different. From color to gender, from age to sexual orientation - no one person is ever the same. There is no hiding the fact that people are different. Often times, differences

Diversity Training Programmes Essay

3323 words - 13 pages Diversity is about the recognition and valuing of difference in its broadest sense. It is about creating a working culture and practices that recognise, respect, value and harness difference for the benefit of the organisation and the individual (DH, 2003). This essay looks in particular the education and training of staff on diversity issues including the native British culture for overseas staff. It will identify practices and how it is being

Incident: The Cultural Diversity Training Program

570 words - 3 pages , because it can manage relationships so there is better satisfaction between employees which helps create better business. However, the diversity training that Donna Malone and her colleagues participated in was far from creating any value.The university could have had more two-way communication with the speakers and also let the audience participate in some mock cases. The speakers at the university were merely giving informative speeches and time