Introduction There are many benefits to a well-developed and implemented diversity-training program. Diversity training can help foster a richer, more inclusive organizational culture, can increase employee moral and motivation while decreasing absenteeism and turnover, and can help an organization recruit a more diverse workforce and create more effective multicultural teams (International Multicultural Institute, n.d.). There are many ways in which an organization can develop and implement a diversity training program as well as many tools by which that program’s value can be measured. This paper sets out to look at how I would implement a diversity training program, how I would assess that program, and my perception of the program’s potential
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208). Before designing a training program, I would assess the needs of my organization and its workforce. Without understanding the strengths and weaknesses of my workforce and developing a training program to specifically address these needs, the training will be ineffective. It is important that a workforce learn the importance of diversity and inclusion within their organization, however diversity training should go beyond “blanket diversity initiative[s]” (Hyter, 2003) and should provide information and skills to allow for meaningful change for participants and their organization. This needs assessment would establish the current culture of the organization and/or issues faced or perceived by the workforce and would allow me to establish the objects of my training program. It is important that I understand where my organization currently sits and what I aim for my training program to accomplish so that I can measure its efficacy later on (Rouda & Kusy, …show more content…
Assessment allows organizations to appraise the “ impact and effectiveness of diversity initiatives” (National Center for Research in Vocational Education, n.d.). While there are many ways in which an organization can measure the efficacy of their training protocols (National Center for Research in Vocational Education, n.d.), I would use an in-depth participant survey, at both the training’s conclusion and again several months later. This first survey would ask participants about the training methods and instructors used as well as their thoughts on the value of the information and skills taught during the sessions. This survey would also ask if participants felt that the training would help them to better work in diverse organizations and ways in which they felt the training could be better. The follow-up survey would then ask about the practical application of the skills and knowledge learned during the training. It would also ask about participants’ perceptions of their work environment and interactions with their peers; this would help gauge if the training presented useful information applicable to the needs of the workforce. Lastly, this survey would ask, in light of the training and the participants’ experiences over the past several months, where they feel the training was truly helpful and ways in which the training could
208). Before designing a training program, I would assess the needs of my organization and its workforce. Without understanding the strengths and weaknesses of my workforce and developing a training program to specifically address these needs, the training will be ineffective. It is important that a workforce learn the importance of diversity and inclusion within their organization, however diversity training should go beyond “blanket diversity initiative[s]” (Hyter, 2003) and should provide information and skills to allow for meaningful change for participants and their organization. This needs assessment would establish the current culture of the organization and/or issues faced or perceived by the workforce and would allow me to establish the objects of my training program. It is important that I understand where my organization currently sits and what I aim for my training program to accomplish so that I can measure its efficacy later on (Rouda & Kusy, …show more content…
Assessment allows organizations to appraise the “ impact and effectiveness of diversity initiatives” (National Center for Research in Vocational Education, n.d.). While there are many ways in which an organization can measure the efficacy of their training protocols (National Center for Research in Vocational Education, n.d.), I would use an in-depth participant survey, at both the training’s conclusion and again several months later. This first survey would ask participants about the training methods and instructors used as well as their thoughts on the value of the information and skills taught during the sessions. This survey would also ask if participants felt that the training would help them to better work in diverse organizations and ways in which they felt the training could be better. The follow-up survey would then ask about the practical application of the skills and knowledge learned during the training. It would also ask about participants’ perceptions of their work environment and interactions with their peers; this would help gauge if the training presented useful information applicable to the needs of the workforce. Lastly, this survey would ask, in light of the training and the participants’ experiences over the past several months, where they feel the training was truly helpful and ways in which the training could