Experts say to define diversity as broadly as possible. Rose Mary Wentling, an associate professor of Human Resource Development at the University of Illinois, suggests that “a broad definition moves diversity issues beyond an 'us vs. them' struggle to a focus on using diversity to accomplish both individual and organizational goals.” Environmental barriers such as discrimination and inadequate preparation still limit opportunity in diverse groups. While diversity training promotes social and economic fairness, its true purpose in a business is to increase profits in the national and global markets.
Many aspects define the success of your program, including strong support and commitment from management. “Human resource development professionals need to make top management aware that productivity and profits depend on full utilization of the workforce,” Wentling says. Every organization has its own culture, and an effective program should meet your specific needs. The makeup of your work force will tell you what diversity training you need.
Diversity training is not a one-day event. Provide your employees with the skills and understanding to work with different values, attitudes, beliefs and behaviors. Top strategies include training programs, policies that mandate equality, mentoring programs, systematic career guidance, non-discriminatory performance appraisal and community or school outreach programs, including internships and scholarships. All training should help build awareness of other cultures and involve skill training, application and support. Employees will do best in an environment that supports what they learned.
Effective diversity training should be integrated into the organization’s existing educational programs. Make sure to train all employees and management, and include some method of accountability to keep everybody on track. Lisa Takeuchi Cullen, in an April 26, 2007 "Time" magazine article titled 'Employee Diversity Training Doesn’t Work,' says companies that employ multiple training methods such as consistent training, mentoring, regular planning and upkeep in an aggressive diversity strategy show a large rise in minority employees and workplace comfort.
The success of your diversity initiative relies heavily on ongoing evaluation. Keep your plan clearly focused with updated goals and programs. Wentling says that “without concrete, long-term information about a program’s strengths, weaknesses and impacts, it is impossible to improve content and delivery.” Keep track of your successes and failures to evaluate the program. Your results also give a way to fight against critics and gain support for additional programs.
Make your program intentional and structured. For instance, increase your diversity expectations with promotions, that way senior management is prepared to lead its diverse teams. Most curriculum covers race and ethnicity, gender and sexual orientation, but don’t forget to include diversity in the areas of religion, thought and ideas. Make your program real and meaningful, not just a task to complete. Set clear goals and learning objectives such as awareness, management and development.