Workplace Diversity

Workplace Diversity

Training Objectives

During the entire training process, the audience or the participants are expected to demonstrate improved social skills and embrace diversity in various ways. The following are the objectives of the training initiative as far as workplace diversity is concerned. By the end of the presentation, the audience is expected to:

1. Demonstrate the understanding of the benefits of diversity in the workplace.
2. Demonstrate enhanced knowledge of the disparities that exist among them and promptly appreciate such diversity.

• Correctly respond to questions related to diversity as asked by the facilitator or by a fellow audience.

ROPES Model in Designing Instructional Model

To effectively understand various concepts of workplace diversity, the ROPES model plays a vital role in giving an overview of what the presentation entails. Therefore, the presentation will be premised on Review, Overview, Presentation, Exercise, and Summary (ROPES).

Review

The main goal of the training is to highlight the aspect of workplace diversity and how it plays an essential role in realizing the potential of various employees in the workplace. In the contemporary world, the world has become a global village where people of all walks of life integrate and effectively contribute to the development and growth of a given corporation. These individuals working in these organizations often have different cultural or religious values that make them distinct from each other. These disparities revolve around racial identity, religious affiliations, cultural practices, and social values ((Patrick & Kumar, 2012). Such aspects give a given workplace the diversity that makes it relatively distinctive. Based on such existing differences, there is a need to ensure a seamless and cohesive working environment in the workplace. Thus, the training would examine pertinent issues that revolve around workplace diversity and looking into ways such difference could be used as an opportunity rather than a hurdle to success in an organization.

Overview

Currently, virtually all workplaces in the world in capitalist societies are made of individuals from diverse backgrounds. Such an aspect ensures that people from different cultural affiliations pool ideas together and look for innovative ways of improving the productivity of the organization. Thus, the training will be based on achieving three distinct objectives. First, the participants would be able to demonstrate their understanding of the benefits of diversity in the workplace. On the other hand, they will have shown knowledge of the disparity that exists between them and appreciate such differences and align them with the productivity of a given organization. The last training outcome is that the audience will be to correctly answer all the questions related to diversity, as asked by the facilitator. Understanding the topic has a myriad of benefits to the audience. Being that diversity remains part and parcel of the current world, delving on the subject remains an inescapable aspect when one aspires to enhance a productive working environment in a given workplace. Appreciating workplace diversity enables various participants to understand the cultural differences in the workplace effectively, fosters the success of a given business, and also ensures that the employees maintain competency in their workplace (Patrick & Kumar, 2012). Again, it helps in establishing the feeling or fairness in the workplace as well as enhancing communication among several individuals in the workplace. Such an aspect will greatly enhance cohesiveness and fosters the productivity of a given organization in different dimensions. Further, it instills a sense of belonging and acceptance among the employees. Such fete is vital in realizing a cohesive working environment and also fast tracks conflict resolution initiatives.

Presentation

Seven steps could be employed in the management of workplace diversity in an organization. The first step involves identifying the structure of the organization needed. The second step is setting roles and responsibilities to people to avoid clashing roles. The third step entails looking for diverse channels to carry outsourcing for the company to enable the organization to achieve optimum diversity. The other level is being in partnership with different communities to accomplish diverse outreach effectively. During employment, several initiatives should be put in place to ensure bias-free recruiting practices. The seventh step is providing a discrimination-free environment. The final step involves monitoring, evaluating, and optimizing the efforts of individuals.

Exercise

Under the category, the participants are allowed to ask questions about the questions that relate to workplace diversity. In this regard, they are supposed to ask questions regarding how and why and subsequently make observations on the presentations made.

Summary

Workplace diversity is vital in fostering an improved working environment. It is also an avenue for promoting creativity and practical problem-solving skills that come with working with people from diverse backgrounds. The aspect of global diversity makes the prospect of workplace diversity inescapable.

F-O-I-D Model Questions

1. The modern capitalist society cannot be devoid of workers from diverse cultural backgrounds. Fact or Fiction?
2. In your opinion, how could embrace diversity foster productivity in an organization?

• What is the importance of embracing workplace diversity?

1. What activities could a given employee undertake to promote workplace diversity?

Conducting Needs Analysis

Conducting needs analysis emanates from observing glaring discrepancies that pose a threat to the organization. Through observation, one gets first-hand information regarding multiple aspects that causes differences in the workplace. During such an instance, several questions could be used for the analysis;

1. What hurdles do one face in a diverse organization?
2. How do the employees feel regarding the level of inclusivity in the organization?

• Do the workers feel disadvantaged by their differences?

1. How could does being different affect their performances in workplaces?
2. How could the existing diversity make effective and inclusive in the long run?

Evaluation of the Training Process

The Evaluation of the training process could be evaluated in the following manner. First, it is through assessing the reaction of the participants. In this level, one has to ascertain the level of engagement of the participants and how valuable the information was. On evaluating the learning outcomes, the assessment must delve on the skills, knowledge, and attitude developed. At the behavior level, the evaluation entails putting into account the behavior change that the participants achieved through the training. The level revolves around assessing whether the trainees put whatever they have learned into use. The last assessment would revolve around evaluating the results. In this case, the evaluation would revolve around employee retention, increased productivity, higher morale, and enhanced cohesiveness among the employees. Therefore, the evaluation process must be structured in a manner that supports behavior change, learning outcomes, results, and the reaction of the customers to engage whether the participants have achieved the desired learning outcomes.