Diversity Training Paper

Organizations must be able to manage a diverse workplace to compete in a global market successfully. The human resource management department (HRM) should develop training and assessment programs for addressing diversity in the workplace. The training program should focus on the variety of differences between the employees in the workplace. Diversity training must deal with the issues of how employees perceive themselves and how they understand other employees within the company. The training should explain that it is the perception of others that affects the cohesions in the workplace. The diversity training must also deal with issues such as communication, flexibility, and change. Assessment programs will involve the evaluation of needs,

“The most effective way to determine the correct approach is to conduct an organizational assessment before implementing diversity training.” (Cocchiara, 2010, p. 11) The assessment program should begin by conducting a needs assessment to determine what the organizational needs and approach will be for the training program. Maybe the organization already has a blueprint for an old diversity program. Locate any existing materials on diversity training and identify all barriers limiting access to training on valuing the differences in races, genders to include gender identity, sexual orientation, disability, age, religion, and class. The assessment program must monitor and oversee progress. If there are gaps found in the training, the gaps must be address and implemented. The HRM staff must be the go to source for all criticisms about the program to include those who adamantly oppose diversity. The best approach will allow a haven for employees to vent and speak their mind about problems within the workplace. However, the HRM must be careful not to let the venting process invade any employee’s rights, which could trigger a possible lawsuit against the

The assessment program will create measures to verify the goals. These measures are the very reason why the assessment program should be developed before or at the same time of the development of the training program. The goals will address the business strategy to include the costs of the program and how the investment will increase the return on the investment. Or, it will manifest in reduce sick time, for example, there is a direct correlation between discrimination and increase sick leave. The goals should demonstrate significance to the company. The first goal should be to accomplish the diversity training objectives, such as reducing or eliminating biases, stereotyping and discrimination. The second goal is to identify the strengths and weakness if diversity in the workplace. The third goal is to determine the benefit/cost ratio of the training through the assessment program. The fourth goal will identify who benefitted the most and the least from the training. The fifth goal is to determine the feedback strategy and apply to future initiatives within the