Diversity Training

DIVERSITY TRAINING

TRAINING NEEDS ASSESSMENT

How an organization is structured has enormous consequences not only for the success of its business but, also, for the success of its employees. This Training Needs Assessment will show why Diversity Training is necessary.

Though it is obvious why understanding organizations is critical to business success, nevertheless it is worthwhile to review these reasons. The culture of a firm either enhances or hinders efficiency and productivity. In other words, how information flows and to whom, whether and how many parts of the work process is redundant, how clear and precise is the reporting structure, if and how new ideas and products are promoted - these and many more issues are obvious consequences of structure and culture profoundly affect the success of the business.

What may not be as obvious but is clearly as influential is how organizational culture either supports or blocks employee behavior.

In this Organizational Task I was charged with conducting a study of gender and racial diversity among the staff and faculty and conducting a survey addressing the climate for and perceptions of inclusiveness and diversity among staff, students and faculty. The survey will:

* Review all relevant data on the current diversification of the faculty and staff by race, gender, and rank, for reporting to the Department of Labor and in comparison to peer institutions;

* Review salary equity through the assessment of comparable positions in terms of race, gender, and rank;

* Survey the campus to assess the institutional perception of the level of diversity and the inclusiveness of the climate in support of diversity; and

* Develop, with the administration, a plan to address inequities, including recommending further areas for study by a diversity task force; the use of current and new resources to address inequities, and a timeline for the plan's completion.

* According to the climate survey, there are statistically significant differences in the way faculty, staff and students in different ethnic groups perceive the campus environment. Overall, whites, blacks, and "others" (Asians/Pacific Islanders, Hispanics, and American Indians) have different perceptions of the friendliness, supportiveness, and acceptance.

* The knowledge, skills and behaviors that need to be emphasized in diversity training for the managers are:

* Building Effective Teams

Work groups need to be productive, profitable, collaborative and harmonious in order to perform most effectively.

* Cross Cultural Communication

Identify ways to reduce misperceptions and increase communication effectiveness with others in the work environment: superiors, peers, subordinates, and customers.

* Cultural Diversity Training

Defining culture and diversity in the workplace very inclusively.

* Interpersonal Conflict Management

* This session will allow you to identify personal history, values and behaviors that can create mis-perceptions and conflict with others.

* Men and Women Working Together: Bridging the Gender Gap

Approaches gender as a culture and examines differences in communication, perceptions and behaviors.

* Valuing & Managing Diversity for Supervisors and Managers

Supervisors and managers identify specific methods for creating an inclusive work environment.

THE LESSON PLAN

This training will be conducted in a conference room with Fan-type seating arrangement to allow trainees to see from any point in the room and allow easy switching from listening to a presentation to practicing in groups. This conference room will be equipped with laptops, internet access and a projector. The room has fluorescent lighting, a conference table and comfortable chairs to provide support.

LESSON PLAN: DIVERSITY TRAINING

Subject

Cultural Differences

Context

Discrimination

Length

Two Day Training

Group

Supervisors, Managers and Directors

Aim

What's meant by discrimination? Have there been any instances of discrimination in the workplace? Have you witnessed discrimination first hand? How did you react?

Objectives

--Managers will demonstrate their understanding of EEO

--Managers will be able to define prejudice

--Managers will be able to discuss how prejudice can be a barrier

Procedure

1. Do Now Activity:

* The instructor will discuss the purpose of:

1. EEO Laws

2. Sexual Harassment

3. The 4/5th Rule

4. Restricted Policy

5. Geographical Comparisons

* Managers will assemble in groups of four. The instructor will ask managers to discuss and record examples of prejudice. A manager group respondent will briefly report group findings to the remainder of the class.

* Managers will be asked if they are aware of the laws affecting discriminatory practice

* Managers will assemble in groups of twos. Managers will be asked to search the web for relevant Supreme Court Cases on discrimination practices

2. The instructor will show a video discrimination based on cultural differences. The instructor will lead a group discussion asking managers on what methods can they use to ensure they are not participating in discriminatory practices

3. Managers will prepare a five minute presentation on the information researched on the web

Closure: Managers will be instructed