If you were to develop your own diversity training plan for an organization, what would

you do? What parts of the training plan do you think would have to be present for it to

work?

The variety of human distinctions that make up diversity includes but is not limited to

racial or ethnic origin, gender, sexual orientation, age, socioeconomic class, physical ability or

traits, and political ideas (Ferris State University, 2022). Diversity training is understood as

intentional professional training designed to develop skills needed to facilitate working and

interacting with people from diverse cultural backgrounds (Noe, 2010; Hughes & Byrd, 2017).

Diversity training enhances the inclusion of other identity groups, fosters greater teamwork, and

helps prevent civil rights violations at the organizational level. It also helps to build a more

welcoming workplace. However, diversity training is crucial to instill a sense of company culture

in employees. It ought to be planned over a specific period. In a corporation, diversity can take

many different forms. Therefore, training should be given to all types of personnel. Trainers

should be chosen from diverse genders and religious backgrounds to provide training to the

workforce. In addition to training, numerous cultural programs should be developed to allow

employees to get to know one another better. Parts of the training plan I think would have to be

present for it to work, while preserving a psychologically safe environment, allowing workers to

step outside of their comfort zone because people must feel comfortable discussing contentious

issues during diversity training while also having the impression that the atmosphere is

encouraging and grateful for the disclosure.

A variety of industries have unique problems that come with a lack of understanding of

diversity. Can you think of any industries struggling with a lack of diversity? How can

diversity training be tailored to these industries?

The hospitality sector has long given significant attention to the essential problem of

workforce diversity. Numerous studies have been done to aid companies in handling challenges

related to age, religion, gender, and other types of diversity. However, concerns related to

cultural diversity have received little attention. Successfully managing cultural diversity can help

companies diversify their supply base by forming business partnerships with minority-owned

vendors to increase quality while decreasing costs (Ruggless, 2003), as well as help companies

improve their corporate image in neighboring communities (Fernandez, 2006). Cultural diversity

in the workplace can assist businesses in developing their ability to understand their customers'

demands and maintain long-term commercial relationships with them.

Do you think diversity training is effective? If so, what about it makes it effective? If not,

what would you do to improve diversity outcomes in organizations?

Yes, I do think diversity training is effective in any organization because it encourages

employees to be mindful of other people's diverse perspectives and comfort levels, as well as

how their actions may accidentally offend someone. Workplace diversity training helps

employees build skills that promote greater teamwork and decision-making.

 References

Fernandez, G. (2006, March 20). A proactive approach is needed to attract minority workers.

Nation’s Restaurant News, 40(12), 18, 48

Ferris State University. (2022). Diversity and Inclusion Definitions - Ferris State University.

Www.ferris.edu.

https://www.ferris.edu/administration/president/DiversityOffice/Definitions.htm

Hughes, C., & Byrd, M. (2017). Managing human resource development programs: Current

issues and evolving trends. Springer.

Noe, Raymond A. 2010. Employee Training and Development. New York: Irwin/McGraw-Hill

Companies, Inc.

Ruggless, R. (2003, October 27). Operators outline programs, and initiatives to guarantee

diversity in the workforce. Nation’s Restaurant News, 37, 43