I have experienced a productive diversity training in the previous company that I worked for. The diversity training consists of the entire team and each one has to participate in the series of activities that aimed at promoting unity despite our differences. It is interesting to see different individuals who have different backgrounds. Each participant has his/her own story to tell and to share with the group. Not only were the team differ in terms of color and race, but we also differ in ideologies and even differ in gender and sexual orientation.
The diversity training that was initiated by the company was effective in creating a lighter atmosphere inside the office. It made us closer to each other because we have a deeper understanding of our motivations in life. After the sessions, we are better equipped in handling the differences in our attitudes and behaviors. It also fosters a more open relationship between the members of the team. And most of us appreciated the effort of the company to help recognize those differences and reinforce camaraderie inside the workplace. Although there are many benefits of diversity training, however it still fails to address in increasing the number of women and minorities holding managerial positions (Vedantam). An actual training in understanding diversity may put off some people as these things must be done voluntarily and not enforced in rigorous sessions like academic teachings. Participants would more likely to reject the teachings in this type of setting (Rainey).
A prime example of a company that employs an effective diversity training is Google. Being a transnational company and having different offices around the world, Google manages to embrace and foster an open environment in terms of race, gender and even age. Google’s workforce demographics was disclosed in May of this year and showed only 30% of its workers are women (Zokowski). This may be significantly low but compared to other software and programming companies, this is a marked improvement. There is still room for improvement in terms of fully diversifying their workforce in terms of gender. But it can be noted that Google also took steps in diversifying their workforce in terms of race and age, as well. Their efforts include supporting education of minorities and inspiring them to work for the company. They also include programs such as Bringing Veterans Back to Work. This program stresses the importance of the contribution of military officers in their effort in protecting the security of the country, but also encourages them to work in a corporate environment despite their condition or age (Google Diversity). Google also benefits of this diversity because it enables them to expand their product portfolio and cater to different customers. Also, the diverse staff also reflects the diverse customer base of the company. In this way, the company can understand their customers by creating a workforce that is diverse (Ganly).
It is important to provide a diversity training program in every company. In this way, differences are discussed and addressed rather than being hidden and being delayed. But if I were the HR manager, diversity training should not be a lecture-type of session. It must be fun and interactive fostering team-building spirits among the participants. It must be a form of activity rather than lectures and session concentrating on the formal approach.
Reference
Ganly, Sarah. 'Google and the Benefits and Challenges of Diversity'. Yahoo Contributor Network. N. p., 2010. Web. 5 Jul. 2014.
Google Diversity. 'Diversity and Inclusion'. N. p., 2011. Web.
Rainey, Michael. 'Corporate Diversity Training Success of Failure? - By Michael Rainey - Workplace - INSIGHT into Diversity'. Insight into Diversity. N. p., 2014. Web. 5 Jul. 2014.
Vedantam, Shankar. 'Most Diversity Training Ineffective, Study Finds'. Washington Post, Sunday, January 20 (2008): 03. Print.
Zokowski, Peg. 'How to Build a Diverse Workforce: Lessons for Google and LinkedIn'. The Guardian. N. p., 2014. Web. 5 Jul. 2014.
