How To Implement Diversity Training

In today’s increasingly competitive world, it is important for companies both big and small to continue the training programs and learning sessions of their employees. Companies need to constantly innovate and keep their employees up-to-date and up-to-par in this world made practically borderless by the Internet.

One training program that is becoming increasingly popular is what is known as ‘diversity training.’ Diversity by the traditional definition was defined by differences in race and gender but today, the meaning has evolved to include age, sexual orientation, ethnicity, socio-economic status, educational background and even appearance. Diversity training is a training program or tool that increases employees’ awareness about the various differences and similarities among the employee workforce and how to best harness these differences and similarities. It’s training designed to help organizations with strongly defined cultures to build a harmonized and highly-effective workplace.

  • Get the experts involved. Diversity training might not be a skill that your current human resource department has so it is highly recommended to get consultants and experts to implement the program. Scout around for an organization or a consultant that you feel can fit your needs, your budget and the kind of business that you have. While there are many regular ‘9 to 6’ jobs, companies in advertising, public relations and other more ‘flexible’ fields will need a program that can work around erratic schedules of employees.
  • Ensure top level support. For most any training program you implement, you must ensure that there is top-level support. This communicates the importance of the training program. Especially in the case of diversity-training programs, it is even more essential because it is a program directly involved with employee welfare and skill-building. Your top management must show enthusiasm and support for your diversity training program, communicating it to be an integral business goal.
  • Do your research. In line with hiring experts in implementing a successful diversity training program, do your research on your employees and the diversity issues and concerns that you have. Work with your human resource department and try to see how your work-force is segmented. Know the possible issues that may arise. Are there a lot of moms who can’t afford day-care? Is there a particular increase in a certain minority that you feel might be resented by the others? These are sample questions you might want to consider when doing your research.
  • Implementation in policy and hiring process – Ensure that the programs started by your diversity training program continues well into your company policies and into your hiring process. Here are some examples in policies for successful diversity programs, You can try implementing an effective ‘checks and balance’ system for your employees in terms of complaints and suggestions.

The checks and balance should ensure that your employees have a safe way to voice their concerns and that these concerns once voiced out will be addressed. Another key policy worth looking into is the hiring and promotion policy. Your hiring policy should be equitable and fair and clearly communicated to employees and applicants. This communicates dedication to a diversified and productive workforce.


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