Changes in dynamics, increased immigration, globalization of the job market , government policies and increased racial, minority, gender, ethnic and regional tolerance have all contributed in making diversity an important factor in the workplace today. Lack of inclusion in the workplace may impact negatively on an organization as it demoralizes the human capital and results in resentment or lack of job satisfaction among employees hence consequently leading to managerial and organizational failure. Organizations are therefore finding it increasingly important to put in place strategies and programs aimed at ensuring the diversity of their human resource, given the significant role that employees play in business organizational performance (Morais et al., 2014). Effective management of diversity also helps organizations to remain competitive in the market, attract qualified diverse employees, improve workers’ productivity and ensure the utilization of the employees’ full potential. The purpose of this paper is to devise or develop an overview of a training program on diversity and inclusion for my organization’s first line supervisors.
According to Noe (2012), an effective diversity training plan or program for any organization should incorporate aspects of exercises, role-playing and activities in order to sustain the interest of the participants and improve its learning outcomes. Moreover, the managers or trainers need to first identify the specific culture and needs of the organization, communicate it to employees and integrate it into the organization’s education systems. The training plan should also include awareness creation, support programs for cultural competence and skill development. Thus, the main types and forms of diversity training include integrated-based, skill-based and awareness-based diversity training. As for activities, the training program according to this author should interactive activities like sports, ice-breaking, case studies and role-playing. Other training techniques and methods such as use of videos, participative experimental exercises, discussions, case studies and simulations, games, theater groups, handouts and audiotapes should be used to ensure that participants remain active and also enhance the learning outcomes. Furthermore, in order to effectively manage the diversity training program, the first line supervisors must carry out a needs assessment in order to identify the needs that are unique to the organization’s workforce. This is done by finding out from the employees, managers and supervisors about their feelings about level of inclusion, observe teamwork or conflicts among employees, do a study of the most recent complaints on lack of diversity and hire a consultant to do an appraisal on organizational diversity.
Furthermore, Noe (2012) observes that the creation of a positive learning environment helps to energize and give vivaciousness to the training program. According to this author, there are several learning theories that can be applied by trainers to ensure effective learning outcomes. These theories include reinforcement, social learning, goal, need, expectancy, adult learning and information processing theories. Under the social learning theory, it is believed that we learn more by observing what others whom we consider as role models are doing hence the first line supervisors’ trainer should make sure that he or she uses training techniques that the supervisors can emulate and identify with. It should impress in them the value of having a culturally diverse workforce to the organization. Additionally, according to the goal theories, the diversity training program and plan should enhance the performance and learning orientation skills and competence of the first-line supervisors in order to motivate them to implement such values in the workplace. Further, the need theory suggests that in order to ensure those being trained, the trainers need to identify the needs of the trainees and inform them on ways in which the contents of the training program will fulfil their needs.
A workplace diversity training program plan can help boost the morale of employees, improve inclusivity and result in the success of management in a variety of ways. According to Sania, Kalpina and Javed (2015), diversity training of human resource supervisors will ensure that they implement workplace diversity concepts learned and acquired during training. Consequently, when there is recognition of cultural, ethnic, minority and racial diversity among employees, their level of job satisfaction increases thus giving them the morale to work as a team. What is more, the presence and recognition of workplace diversity and inclusion helps enhance employee morale by making them feel part and parcel of the production process and the organization. They easily take pride in working for the organization when their views, complaints, concerns, needs and input are considered equally without any distinction along racial, ethnic, cultural background or gender lines. Diversity also helps in changing the workplace relationships among an organization’s workforce (Sania, Kalpina & Javed, 2015, p. 12). Also, as Morais et al. (2014) observes, training plan on workplace diversity helps improve workplace inclusion by encouraging human resource managers and supervisions to understand the importance and value of having a socially diverse workforce in realizing the organization’s goals. The creation of an equitable working environment whereby employees are able to realize their full potential in lieu of any discrimination also helps create a culture of inclusion in an organization by creating awareness among managers of the benefits of having an inclusive managerial culture. It also encourages cultural competence and ethical programs by the organization that aim at promoting inclusion at the workplace. Lastly, workplace diversity training may lead to managerial success by improving the development, financial performance, bottom-line and hence competitive advantage of the organization (Cunningham & Green, 2007). According to these authors, as organizations increasingly become culturally or racially diverse, they are able to effectively manage employees in ways that create them a competitive edge in the marketplace (p.51).
References
Cunningham, D. D., & Green, D. D. (2007). Diversity as a competitive advantage strategy in the workplace. Journal of Practical Consulting, 1(2), 51-55.
Morais, l. P., Pena, J., Shacket, K., Sintilus, L., Ruiz, R., & Yesenia Rivera, B. G. (2014). Managing diverse employees at Starbucks: Focusing on ethics and inclusion. International Journal of Learning & Development, 4(3), 35-50.
Noe, R. A. (2012). Employee training and development. Irwin: McGraw Hill.
Sania, U., Kalpina, K., & Javed, H. (2015). Diversity, employee morale and customer satisfaction: The three musketeers. Journal of Economics, Business and Management, 3 (1), 11-18.
