Diversity Training: Addressing Differences

Diversity Training: Addressing Differences

Do you think corporations and government agencies should offer

diversity training?
Diversity training involves more than race; the premise of the

question is incorrect. In order to capitalize on the benefits of

diversity by creating an inclusive workplace, diversity training must

address other major differences such as age, disabilities, gender, etc.

The purpose of diversity training is not to do someone a favor,

besides the under-privileged. Training explains how it is in

everyone's benefit, especially the company's, to value diversity and

capitalize on the advantages it brings. Diversity training does not

create diversity. Diversity training is really addressing how we

manage the diversity that is here and growing.

If so, how can we develop diversity training that fosters mutual

Prevention has been focused on defending a lawsuit, rather than

actually preventing the lawsuit from being filed. To that end most

preventive measures involved revising policies, documenting

progressive discipline and education. Employees needed to be made

aware that although differences - such as race, gender, religion, and

etc.- existed; those differences could not be the basis or outlet for

disrespect or friction in the workplace. While HR professionals have

increased education efforts, however, the number of discrimination

suits is still far too high. Employees are more aware of differences,

yet they are still more likely to resort to litigation as a means to

resolve conflicts at the workplace. Consequently, although the EEO

message has been widely disseminated, it is clear that differences

between employees in the workplace still cause incessant workplace

tension and impact on productivity and morale.

Studies have shown that the reason most lawsuits are filed is more

closely correlated with respect than with discriminatory factors. If

an employee perceives...

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