Workplace diversity brings many benefits, but only if employees support it. Here are the concepts you need to train on to make that happen … and a tool to do that training for you.
If you’re a fan of 1950s TV sitcoms where the white male head of the family heads off to business each day while the wife stays home with the kids, be advised that those days are gone.
Today’s workforce is a portrait of diversity. Nearly half of all workers are women. A third come from minority groups. And one of every 10 employees is over age 55. In the future, demographers tell us, those trends are going nowhere but up.
What does it mean? Your employees are living with diversity. Which is fine, so long as their attitudes have kept up with the times. Unfortunately, while the 1950s lifestyles are gone, some of the thinking of that era survives … ideas like there being some jobs only for men and others only for women. Or that there are some jobs minorities cannot do. Or that minorities would rather work only with others like them.
Such attitudes are not only obsolete, but in the age of equal employment opportunity, generally illegal. How do you change them? What concepts do employees need to be trained on to see not only the realities of diversity, but the opportunities it presents?
Here are some key ideas, from BLR’s Audio Click ‘n Train program: Diversity for All Employees.
–Everyone is part of a minority. Beyond visible differences in race and gender, people can have additional differences in cultural background and education. What’s more, members of the same general group usually have differences from each other. In some way, we all are part of a minority.
–Your history influences your attitudes. Ask workers to think about how their parents and friends talked about people who were different and how those thoughts influenced their own. Are they drawing their own conclusions or buying into stereotypes drawn by others?
–Laws involving diversity. Employees need to know that there are laws banning discrimination and harassment, and how your policies comply with the laws. Most important, they need to understand that making what they may think are “jokes” at the expense of others can land your company in court and cost them their jobs.
–The challenges of diversity. Everyone wants a smooth running workplace. Ask employees what factors need to be considered to keep a diverse workplace harmonious. If obstacles are posed by differing languages, holiday schedules or work habits, how can they be overcome?
–The opportunities of diversity. Employees should understand that diversity vastly widens the chance to find workers who excel, and makes for better decision-making by taking into account a wider range of viewpoints. Also, that diverse workplaces tend to have higher morale, and with it, higher productivity. The Diversity for All Employees program also points out that diversity enhances the reputation of the company, and everyone who works there, in the community.
–What they need to do. Train employees in what each of them can do to make diversity work. This includes taking an interest in colleagues’ lives, always using appropriate language in talking about others (referring to “persons with disabilities”, not “the handicapped” is one example given.), maintaining an inclusive attitude, and in general, treating others as they wish to be treated themselves.
If you feel your work force could benefit from training in diversity, we’d recommend Audio Click ‘n Train: Diversity for All Employees. Ordering details are below.
Click here to view and hear samples, for more information, or to order BLR’s Audio Click ‘n Train Program: Diversity for All Employees.
Competent diversity trainers have for many years been teaching that the golden rule is not the answer – the platinum rule is what people need to adopt. Your tips continue to use the golden rule. The flaw in that is that “treating others as you wish to be treated” assumes that others are the same as you are in their wishes. This fails to recognize there are differences in how people wish to be treated. Respect looks different to different people. The platinum rule says “treat others as they wish to be treated” and requires engagement and learning with other people, so that one can know how the other wishes to be treated. Please update your materials to be in line with what good diversity training has been saying for at least 10 years.
Heather Wishik
Organization Development and Diversity Consultant
There is no such thing as “good” or “bad” diversity training. The training has to be conducted according to the type of diversity. There are policies & procedures set which needs to be followed according to the type of business. The way “others” are treated has to do with the culture and it cannot be individualized. One treats “others” according to the needs of a business, and “others” will respond by producing what the business expects.
At the end of the road the goal is a successful business which cannot be achieved if others are not treated in accordance regardless of diversity or not.
Respect is only one, training needs to be provided keeping it in mind and not getting involve with personal issues of any type.