The workforce is comprised of several different ethnic cultures, national origins, and races, which demand communication to be modernized to fit the diversity of their work population and to create inclusion for all employees (Nichols, Homer & Fyfe, 2015). However, there are several challenges for a diversified workforce. Globalization poses problems for organizations due to language barriers, age of employees and generational groups. Diversity training needs to be developed for multi-cultural organizations. In order for diversity to be effective policies and behaviors need to be developed within organizations to prevent discrimination or mitigate biases of co-workers or subordinates (Burrell, 2016). Furthermore, organizations must recognize
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Companies that offer diversity training result in less cases of discrimination, higher job satisfaction amongst minorities, and higher retention levels compared to those companies that do not offer diversity training (Burrell, 2016). Miller explains that prejudice and discrimination are a result of cultural biases one has on a particular group or groups of individuals (Miller, 2015). Regardless of a person’s intent not to discriminate or show prejudices, all individuals have biases. There are two types of biases: explicit biases and implicit biases. Explicit biases are defined by “conscious, overt actions or attitudes” (Murray-Garcia, Harrell, Gizzi & Simms-Mackey, 2014) that have developed over a person’s lifetime in viewing historical events of superiority of one race over another (e.g. civil rights movement). Whereas implicit biases refer to subconscious attitudes toward an individual or group of individuals that produces discriminatory behavior (Murray-Garcia et.al., 2014). Through diversity training a manager may mitigate biases but not be able to reverse them. Burrell (2016) explains by changing the environment and providing opportunities for employees to show integrity and ethics in the decisions they make that biases may be mitigated. For example, research has shown that interviewing of candidates often show prejudices to …show more content…
Cultural awareness is used to educate individuals about ethnic groups in their business environment. For example, BAMA, a local Tulsa company distributes a monthly calendar on various ethnic and religious holidays celebrated throughout the month (TAHRA CONFERENCE). Integrated Insurance Services, a company in Pryor, has a Native American employee teach employees various Cherokee words at their weekly meetings. Cultural awareness can bridge the gap between groups of employees and break down communication barriers. Diversity needs to be part of an organization’s culture. Employees may need to be trained to show respect for one-another. Policies need to be implemented that provide equal opportunities for all of their employees. In order to be effective, diversity is an ongoing practice and should be part of every organizational
Companies that offer diversity training result in less cases of discrimination, higher job satisfaction amongst minorities, and higher retention levels compared to those companies that do not offer diversity training (Burrell, 2016). Miller explains that prejudice and discrimination are a result of cultural biases one has on a particular group or groups of individuals (Miller, 2015). Regardless of a person’s intent not to discriminate or show prejudices, all individuals have biases. There are two types of biases: explicit biases and implicit biases. Explicit biases are defined by “conscious, overt actions or attitudes” (Murray-Garcia, Harrell, Gizzi & Simms-Mackey, 2014) that have developed over a person’s lifetime in viewing historical events of superiority of one race over another (e.g. civil rights movement). Whereas implicit biases refer to subconscious attitudes toward an individual or group of individuals that produces discriminatory behavior (Murray-Garcia et.al., 2014). Through diversity training a manager may mitigate biases but not be able to reverse them. Burrell (2016) explains by changing the environment and providing opportunities for employees to show integrity and ethics in the decisions they make that biases may be mitigated. For example, research has shown that interviewing of candidates often show prejudices to …show more content…
Cultural awareness is used to educate individuals about ethnic groups in their business environment. For example, BAMA, a local Tulsa company distributes a monthly calendar on various ethnic and religious holidays celebrated throughout the month (TAHRA CONFERENCE). Integrated Insurance Services, a company in Pryor, has a Native American employee teach employees various Cherokee words at their weekly meetings. Cultural awareness can bridge the gap between groups of employees and break down communication barriers. Diversity needs to be part of an organization’s culture. Employees may need to be trained to show respect for one-another. Policies need to be implemented that provide equal opportunities for all of their employees. In order to be effective, diversity is an ongoing practice and should be part of every organizational