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Create a Workplace that Celebrates Diversity

Employers who want the competitive advantage know that they must go above and beyond the requirements of the law and create an inclusive environment where the needs of all employees can be met. An organization that is truly inclusive focuses on diversity in every nook and cranny of its organization. For example, HR policies regarding flexibility are in line with employee needs. Benefits programs match the needs of the workforce. Performance management rewards those who celebrate inclusiveness and pushes out those who don’t tolerate diversity. The business seeks diversity in its pool of vendors, and seeks out vendors who also celebrate inclusivity.

Plain and simple – the workplace is diverse, and your workforce must understand how to communicate with people who are different than them.

Course Description: Give Your Managers the Tools They Need to Build an Inclusive Workforce

This course is half strategic planning and half training, and will set your managers, supervisors, human resources partners and leaders up with the tools they need to create a workplace that celebrates diversity and inclusion. We will take you through the process of setting up such a workplace, step by step by step.

Learning Objectives

After attending this course, attendees will be able to:

  • Describe the concept of diversity and inclusion and why it should be celebrated
  • Build an audit plan, and then audit, their own department in order to determine opportunities for improvement in diversity and inclusion
  • Create a strategic plan for capitalizing on those opportunities for improvement
  • Develop unique ways to expand the talent pool in order to expand the diversity in potential candidates
  • Develop interview questions that determine a candidates ability to work in a diverse workforce during the interview
  • Imbed diversity and inclusion into their departments through performance management processes
  • Empower their subordinates to discuss diversity and inclusion
  • Create diversity networks and employee resource groups, and employ them to become the heart of a diversity and inclusion program
  • Overcome the challenges they face when implementing diversity and inclusion into their department

Course Description: Company-Wide Intercultural Communication and Diversity Training

Diversity goes beyond demographic characteristics – it is a result of variations in perception, modes of thinking, feeling, communicating, and behaving that stem from our distinct experiences. If managed effectively, differences can help an organization succeed as innovation, collaboration, and increased adaptability are embraced by organizational members.

Learning Objectives

After attending this course, attendees will be able to:

  • Develop a strong understanding of their own “self” in order to understand how deeply engrained culture is in our behavior
  • Understand their diversity self-awareness and competencies
  • Define culture and diversity, and understand where cultural influences come from
  • Openly discuss diversity and cultural differences as a means of celebration of differences
  • Define their own culture on several cultural continuums, and understand how that shapes the way they and others think and act
  • Pinpoint their own assumptions and perceptions
  • Create an action plan for reducing and eliminating biases, stereotypes and prejudices
  • Understand their own conflict style and how culture plays into it, so that they can develop a plan for better conflict resolution
  • Become better self-monitors of their verbal and nonverbal communication
  • Communicate effectively with co-workers, team members, and clients despite cultural barriers
  • Empathize and respect others in order to create a supportive and collaborative work environment
  • Understand and recognize their own perceptions and stereotypes
  • Interpret the behaviors of individuals from another culture
  • Celebrate differences in ideas and ways of doing things

Sustaining Behavior Change After the Training

Programs include:

  1. Personal action plans regarding interpersonal skills that can be tied to performance management
  2. Leadership action plans managers can create and implement within their departments, and that can be tied to success measurements
  3. “Ground rules” created in the trainings that can be used for any number of activities to keep the culture change moving in the right direction

Both courses are highly interactive, and include a workbook, activities, discussions and assessments.

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