Do you think corporations and government agencies should offer
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...