Kendra N. Thornton
Penn State University
World Campus
Out of all the
things I could have written about why did I choose diversity training in
organizations? Why does it interest me the most? First, I think it is important
for people in the workplace to understand that everyone is unique and
different. We each have our own individual qualities and personalities that set
us apart. Second, I believe that organizational effectiveness and growth hinges
on a diverse and inclusive workplace. More, I think diversity training is a
vehicle that will help individuals understand the importance of valuing people
in the workplace who are not like them. In addition, training can bridge the
gap between separated cultures and backgrounds between coworkers. Most
importantly, I am certain that the success of an organization depends on it.
Furthermore, as an African American female who works in corporate America,
these issues are important to me. I am of the opinion that proper diversity
training can increase organizational profits because of improved employee
morale and less turnover. And while diversity training in organizations can be
a broad subject matter, my focus is on how it can be used to support business
objectives such as retention, customer satisfaction and productivity.
Throughout
my research I was anticipating several definitions and various meanings for
workplace diversity. Contrary to my expectations, most definitions read the
same. However, there was one word that showed up in every single one of them.
It was different or differences. For example, “workplace diversity refers to the variety of differences
between people in an organization” (http://www.alphameasure.com/diversity_in_the_workplace.html).
Or, “workplace diversity is a people issue, focused on the differences
and similarities that people bring to an organization” (http://www.ilr.cornell.edu/library/research/subjectguides/workplacediversity.html).
And
according to businessdictionary.com, workplace diversity means “similarities
and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex, and sexual orientation”
(http://www.businessdictionary.com/definition/workforce-diversity.html).
More, an article from Foothill Community
College even went on to say “diversity refers to human qualities that are
different from our own and those of
groups to which we belong; but that are manifested in other individuals and
groups” (http://hr.fhda.edu/diversity/).
However, “Diversity is not about differences among groups, but rather about
differences among individuals. Each individual is unique and does not represent
or speak for a particular group” (http://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf).
Basically, no two people are the same and we each bring our own unique
qualities to the workplace based on our individual dimensions of diversity. Employees can learn the value and importance
of individual differences in the workplace and how they help improve business
objectives through diversity training in organizations.
An effective diversity training program is a
good way to not only demonstrate our individual differences in the workplace,
but it can also provide awareness about how our differences impact our
decisions within organizations. For example, two coworkers can both be white
females of the same religion. However, it is highly unlikely that they each share
the same educational and cultural background. And while they may have some
similarities in terms of their education and perhaps even their cultural
background, they will not have the same work experience as well. In this
instance, a successful diversity training program can help them see how
individual workplace decisions are made. Organizational decisions are based not
only on someone’s educational and cultural background, but determined by their
work experience as well. For instance, someone who has more on-the-job training
and experience will provide a different perspective to the organization than
someone with less experience; even if they are the same race and gender.
Furthermore, “diversity as a concept focuses on a broader set of qualities than
race and gender. In the context of the workplace, valuing diversity means
creating a workplace that respects and includes differences, recognizing the
unique contributions that individuals with many types of differences can make,
and creating a work environment that maximizes the potential of all employees”
(http://hr.fhda.edu/diversity/). Further,
an effective diversity training program can translate the meaning of diversity
from race and gender to the importance of valuing people who are unique in many
different ways. More, diversity training in organizations can be used to
realign workplace cultures that utilize the myriad of skills, abilities and
qualities of each employee.
Moreover,
in order to have a successful diversity training program, “it is critical that
diversity training communicates to individuals that they are respected, valued
and appreciated and that their unique qualities drive innovation, increase
profits and engage others” (http://www.shrm.org/hrdisciplines/diversity/articles/pages/diversitytrainingpitfallstoavoid.aspx). In other words, training programs that
communicate positive workplace messages will help employees feel valued at
work. This can increase workplace productivity because of improved employee
morale. In a nutshell, “a company that provides diversity programs,
this training improves employee retention, increases morale, reduces workplace
harassment and improves recruitment efforts to create a more diverse work
force. The presence of a diversity program may help put some of your employees
at ease and improve opinions of the company due to your commitment to creating
a fair and equal work environment where everyone gets treated with respect” (http://smallbusiness.chron.com/advantage-business-diversity-training-its-employees-4846.html).
Case in
point, I recently had a lead-employee to express her concerns to me about
training a worker who was slow and having difficulties catching on. Through an
interactive conversation with the trainee, I learned that he had a disability
and needed accommodation in which we provided him. Shortly thereafter, he
became one of the best workers in his unit. Afterwards, we decided to provide
the leadership group with a diversity training program that is currently in the
making. At first, the lead-employee was ready to give up on the disabled worker
simply because she did not understand his diversity issues. This is an
illustration of an organization that can benefit from diversity training. Not
only will it create diversity awareness for lead employees, but it can also
demonstrate our appreciation and respect for others who are not like us. “
Diversity is about learning from others who are not the same, about dignity and
respect for all, and about creating workplace environments and practices that
encourage learning from others and capture the advantage of diverse
perspectives” http://www.ilr.cornell.edu/library/research/subjectguides/workplacediversity.html).
In addition, diversity training in
organizations can support business objectives because “Diversity training
improves the quality of work put out by employees. It produces a happier staff
and, in turn, increases productivity” (http://smallbusiness.chron.com/training-workplace-diversity-3026.html).
In other words, a diversity awareness training program that fosters innovation
and growth can boost a company’s profits. More, using diversity as a training
tool will help organizations reach their goals by improving their customer
satisfaction ratings because of increased employee morale and improved
productivity. In turn, there will be fewer turnovers, more knowledge sharing
between employees and an increased level of respect amongst colleagues. “Diversity training presents an opportunity
to increase knowledge, respect and build a more inclusive environment where
employees can contribute to their fullest potential. Diversity training which
is part of a diversity strategy, can be leveraged to support other
organizational goals, such as retention, customer satisfaction or productivity”
(http://www.workforcediversitynetwork.com/docs/Article_DiversityTraining_Kaminsky_1005.pdf).
Investing in its employees through diversity training in organizations is one
of the best ways an organization can increase its profits. To do so, organizations must use training opportunities
to teach employees how to respect other people who are not like them.
The overall
objective is to provide a training program that ignites awareness of a
multicultural, multifaceted workplace. People need to be informed, advised and
made aware of other’s uniqueness and how each person contributes to the
organization. Doing so will help people better understand their work
environment. “Organizations
must provide employees with skills for operating in a multicultural
environment, so that employees can understand their own as well as other
cultures, values, beliefs, attitudes, behaviors, and strengths and weaknesses”
(http://ncrve.berkeley.edu/CW82/Diversity.html).
And in order to have a successful diversity initiative, an organization must
remain committed to an inclusive workplace environment. Further, embracing a
multicultural workplace by providing workers with the tools they need to
understand others around them will improve organizational outcomes. For
example, there will be more collaboration where employees work together to
understand the needs of their colleagues in order to accomplish departmental
tasks. In the long run, a sense of togetherness will be embraced and a more dynamic
work environment will be established. Ongoing diversity training is what can
help companies accomplish and meet these goals.
Moreover,
companies have learned that in order to remain competitive in an ever
increasing global economy, various cultures and identities must be embraced. We found that the major reason organizations strive to
incorporate diversity is to improve productivity and to remain competitive” (http://ncrve.berkeley.edu/CW82/Diversity.html). We all come from so many unique backgrounds
that excluding one culture in order to include another would be detrimental to
a company’s success. And while organizations may incorporate diversity into
their workforce because it is “the thing to do,” “the
real need is to maintain and increase profits in national and global
competition”(http://ncrve.berkeley.edu/CW82/Diversity.html).
Therefore, organizations have come to realize that diversity training is not
only a social, fair and economic thing to do, it is a business imperative.
Without it, profits, employee retention and customer satisfaction can diminish.
In conclusion,
diversity training in organizations is not about diversity awareness alone. In
order for a diversity training program to be successful it must not only
increase awareness, but it should also convey a positive workplace message of
respect and inclusion. People want to know that you care about them and that their
uniqueness matter. Basically, the training should communicate to employees that
they are valued and respected. More, employees should be informed that their
qualities are appreciated and workers should be made aware that it is because
of their uniqueness that innovation exists within the organization. I am not
suggesting that individual differences be pointed out such as black or white,
but I am suggesting that these training programs create a sense of inclusion
where everyone feels valued during and after they leave the program. It is
about creating a fair and equal work environment through diversity training in
organizations. From this, both employees and employers will benefit. For
example, once workers have been made aware that their differences are valued
they will feel respected and appreciated. And because of this they will work
harder and produce more. Organizational profits will soar because of increased
employee morale, retention and customer satisfaction. Therefore, diversity
training is not only essential for organizational awareness, but it is critical
for the overall success and profit of a company.
Works Cited
Alpha Measure (2010).
Diversity in the Workplace: Benefits, Challenges and Solutions, Retrieved March
25, 2013 from, http://www.alphameasure.com/diversity_in_the_workplace.html
Schmidle, D., (2013).
Workplace Diversity Introduction, Retrieved March 25, 2013 from, http://www.ilr.cornell.edu/library/research/subjectguides/workplacediversity.html
WebFinance (2013).
Workforce Diversity, Retrieved March 25, 2013 from, http://www.businessdictionary.com/definition/workforce-diversity.html
Foothill-De Anza
Community College (2013). Diversity in the Workplace, Retrieved March 29, 2013
from, http://hr.fhda.edu/diversity/
Green, K., Lopez, M.,
Wysocki, A., Kepner, K., (n.d.). Diversity in the Workplace: Benefits,
Challenges, and the Required Managerial Tools, Retrieved April 1, 2013 from, http://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf
Hastings, R., (2011).
Diversity Training Pitfalls to Avoid, Retrieved April 5, 2013 from, http://www.shrm.org/hrdisciplines/diversity/articles/pages/diversitytrainingpitfallstoavoid.aspx
Balle, L., (2013). What
is the Advantage for a Business to Have Diversity Training for Its Employees?
Retrieved April 5, 2013 from,
Holt, M., (2013).
Training in Workplace Diversity, Retrieved April 5, 2013 from, http://smallbusiness.chron.com/training-workplace-diversity-3026.html
Greater Rochester
Diversity Council, (2005). Utilizing Diversity Training to Build an Inclusive
Workplace, Retrieved April 19, 2013 from, http://www.workforcediversitynetwork.com/docs/Article_DiversityTraining_Kaminsky_1005.pdf
Wentling, M. (n.d.)
Diversity Initiatives in the Workplace, Retrieved April 19, 2013 from, http://ncrve.berkeley.edu/CW82/Diversity.html
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