In the setting of the University, it is understandable that the University would focus more on racial diversity than on other concepts of diversity since it is located in an area that is 60% black. The university has also recorded an increase in the enrollment of black students, faculty and employees. However, conducting a diversity training that focuses on race only is wrong and was not the correct strategy for the university to take.
The cultural diversity program should also be expanded to include other activities other than a series of lectures. Group discussions and team building events should be integrated into the training. This is important because it will result in exchange of ideas and more informed policy changes in the university.
The schedule for the training should also be expanded. More time will ensure that discussions with participants are integrated into the program (Lewis, 2008). It will also be important to allocate more time for the training because more topics will be integrated for discussion.
Implementation Strategy
A memo to the appropriate university authorities, including the dean, should be used to communicate these recommendations. The memo should be accompanied by detailed studies and analysis showing the need for a change to the training program. Follow up communication should also be used to explain any issues that may arise from the recommendations made. Memorandums are some of the most effective methods of communication that can be used in a setting where communication is between an individual and a group of other individuals (Miner & Crane, 1995).
References
Edgar, A. & Sedgwick, P. (2005) Cultural Theory: The Key Concepts. 2nd Ed. New York, NY: Routledge.
Lewis, J. (2008) Cultural Studies, 2nd Ed. London: Sage.
Miner, J. & Crane, D. (1995) Human resource management: the strategic perspective, Los Angeles, CA: HarperCollins College Publishers.
