MANAGERIAL LEADERSHIP

Diversity Training Programs

1: Why do you believe diversity training is resisted by some employees?

Ans: Employee opposition to diversity and inclusion (D&I) initiatives is a regular problem
with their implementation. Employees who don't think real change is possible, employees
who feel violated, or employees who feel singled out as members of a diverse group, are
just a few reasons why there may be resistance. According to several studies, requiring
diversity training may actually increase prejudice against other groups after the
programmed. It could be preferable to let employees choose which specific D&I trainings
they are interested in taking, rather than forcing them to take any training at all. D&I
programmes may face resistance and criticism when people believe they have no other
options. Adopting a diversity and inclusion mindset is another strategy for reducing
opposition.
2: Do you believe there will always be a need for workplace diversity training?

Ans: Diversity training is an essential step towards that goal. Training enhances employees'
awareness of unconscious bias and other barriers to diversity and inclusion, as well as
motivates positive attitudes and behaviors both of which are necessary for establishing and
maintaining a respectful, inclusive workplace. This method to diversity training is more
efficient than only concentrating on the reasons for a lack of diversity and the origins of
discrimination in the past. Although while knowing the law is still crucial, training works better
when the other aspects are taken into account.
 Raise Awareness about Diversity & Inclusion (D&I)
 Uphold Workplace Sensitivity
 Develop Inclusive Thinking & Actions

3: How would you determine what types of diversity training are needed at your
company?
Ans: Diversity training has changed from being solely concerned with compliance to taking into
account the requirements of women and minorities as they more quickly enter the workforce.
This kind of training frequently utterly fails and further isolates workers from one another,
accomplishing the exact opposite of what it was intended to do. Here are 3 effective types of
diversity training that every company must concentrate on:
 Awareness Training: One of the most effective types of diversity training is
mindfulness or awareness training. Workers in this type of training are exposed to a
diverse range of people from various backgrounds.
 Skill-based Diversity Training: In order to work effectively with different brigades,
inclusive businesses must train their new employees in interpersonal skills. Meanwhile,
current workers must learn how to communicate with and work as a platoon with their
various platoon members. This is especially relevant in the age of remote work and
distributed brigades.
 Diversity Audits: Leaders must consider diversity checkups for their HR professionals
when it comes to various types of diversity training. These checkups are a terrifying
task for HR, and they require extensive training to perform effectively.
Reference

 https://www.hurix.com/diversity-training-in-a-workplace/

 https://www.researchgate.net/publication/317136137_Developing_Cultural_Intell
igence_and_Empathy_Through_Diversified_Mentoring_Relationships

 https://www.forbes.com/sites/janicegassam/2019/03/31/5-reasons-why-diversity-
programs-fail/?sh=78edb8da637d