Diversity is a confusing word and can mean anything to different people. Thus, we must understand this term for abstract and practical purposes. So, what should a company do to create an amiable workplace? Hosting a diversity training provides far-reaching perks to an individual’s career in the work setting. Though it is quite costly to start, it has loads of positive results. It can even shift the business resulting in improved employee relations.
In this regard, there is a need to outline the reasons for diversity training for discussion purposes:
Why Should Employers Invest in Diversity Training and Career Development?
Mutual respect and cooperation
Mutual respect is highly valued in the work setting. It considers differences in culture, race, gender, or sexual preference. Lack of this usually results in high incidents of legal action due to discrimination and harassment charges.
A diversity training can help promote mutual respect among employees in the company’s workplace and the public in general. Hence, it’s very important to properly enforce diversity training.
To achieve mutual respect, the manager or employer must implement a strict anti-discrimination and anti-harassment policy. Understanding various individual similarities and differences helps to see the merits and contributions of individual employees.
Good morale and tolerance of colleagues
Through diversity training, people can improve their understanding and appreciation of different cultures. They can also better perceive viewpoints around them, and therefore promote tolerance.
In addition, holistic and interactive training enhances teamwork. It improves the morale of people and promotes participation among them to efforts on work-related tasks and responsibilities.
Employee satisfaction is vital in any company. Without some form of diversity training, there is a lack of proper communication going around. This lessens understanding and compassion, which negatively results in low morale and productivity.
Diversity training will certainly ensure that everyone in the company is valued. From the managers and supervisors to the rank and file, they will think and feel that they are valuable to the company.
Building team players through diversity training
Diversity training should be for everyone. It’s not just for managers and supervisors but all members of the work team in all levels.
Poor diversity training programs, meanwhile, can come out negatively. Some employees may see it as an ineffective act, waste of time, or even just for a show. That it doesn’t really reduce workplace bias and do not truly encourage active participation among all employees in the company.
If the training is conducted among a few people, it gives he idea that the team is divided, which defeats the purpose of the training.
A skilled training facilitator is needed to get everyone to share their thoughts and opinions on specific issues, rather than merely conduct written exercises that do not mean anything.
Formulation of policies
Diversity training programs introduce new policies that help promote an environment of mutual tolerance and acceptance in the workplace.
Such training can trigger the formulation, and consequently the implementation, of new company policies regarding discrimination, intolerance, and harassment.
To reverse the rising trend of harassment and discrimination incidents, employers and managers are beginning to rethink of incorporating the discrimination and harassment policies of the U.S. Equal Employment Opportunity Commission into their own company policies.
Without adequately explaining or clarifying salient points, these policies can only result in confusion that may lead to employees’ morale to plunge. Rather than arbitrarily impose new policies and regulations, it will be a good option to turn employees into active policy-makers.
Diversity training programs improve the company’s good image and reputation in the community, making it a true supporter of employees’ welfare.
Such training helps diffuse any threat of harassment and discrimination complaints or charges by employees against their managers and employers.
In addition, carrying out such a program sends a clear message that the management strongly adheres to the laws and regulations related to equal employment opportunity.
Diane Williams has 15 years of experience mentoring human resource professionals and recruitment agency personnel.
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