Diversity Awareness Profile -

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please , write for me a conclusion ( one page ) & table content ( One Page ) for attached "Case Analysis Form - word file " which will suitable with our topic about diversity awareness profile as attached

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Task one : WORKFORCE DIVERSITY TRAINING Maha Ali Al-Zahrani Ram 011 Samahir Khaled Al Ghefari RAM073 Raba’a Mandili QAM026 Israa Samer Haddash RAM033 Elham Alsefri RAM018 Workforce Diversity Training Date 30/3/2019 1 WORKFORCE DIVERSITY TRAINING Table of Content 2 WORKFORCE DIVERSITY TRAINING Designing a training program is a process that requires a commitment from both the management and the potential trainees. Workplace trainings usually contribute largely to communicate what is expected of employees and the culture of the organization. Workforce diversity refers to the changes in America’s labor force and in the manners which workers relate amongst each other. Managing workforce diversity requires the creation of a climate in which each employee’s unique differences and qualities are identified as assets that can help grow the organization towards its goals. The diversity training is angled towards providing historical context about the changing work environment and creates a forum in which employees can improve their understanding of valuing human differences. Objectives of the Training. 1. To increase awareness of employee beliefs about oneself and others around them by focusing on beliefs, assumptions and behaviors. 2. To address conscious and unconscious bias. 3. To discuss issues around loyalty to racial, ethnic or religious groups, and the family against the work group. 4. To practice conflict resolution skills to reduce diversity-related conflict. 5. To increase understanding of the relationship between workforce diversity and other aspects of the organization such as performance management, customer service, marketing and so on. 3 WORKFORCE DIVERSITY TRAINING 4 Selecting the Trainer Diversity training involves how people feel about human differences, and thus emotions can run high among participants. Trainers must therefore be skilled and experienced facilitators who can establish and maintain a safe and supportive setting while promoting open and honest discussions and exercises as well as managing and resolving diversity-related conflict. The trainers must also: • Show an active interest in the topic. • Be willing to read and research related materials on workforce diversity. • Be recognized by peers and leaders as open to different perspectives. • Possess skills in managing emotionally sensitive situations. WORKFORCE DIVERSITY TRAINING 5 Developing Lesson Plans Effective diversity training connects to skills and is not just driven towards creating awareness. The program therefore needs to incorporate training methods that promote self-discovery and hands-on experiential learning which should be realistic, practical, job-specific, reflect the current climate of organization, be interesting, represent various perspectives, styles and cultures and be respectful of individuals. Title of Lesson: Diversity in the Workplace Total Time on Task: 2 minutes Content Objectives: 1. To increase awareness of employee beliefs about oneself and others around them by focusing on beliefs, assumptions and behaviors. 2. To address conscious and unconscious bias. 3. To discuss issues around loyalty to racial, ethnic or religious groups, and the family against the work group. 4. To practice conflict resolution skills to reduce diversity-related conflict. 5. To increase understanding of the relationship between workforce diversity and other aspects of the organization such as performance management, customer service, marketing and so on. WORKFORCE DIVERSITY TRAINING Overview: In this lesson, participants identify diversity and understand the benefits and challenges. After this lesson, employees should understand the role diversity plays in the workplace. Learning Objective(s): The participants will: 1. Explain what diversity in the workplace means. 2. Recognize that one’s thinking may limit their viewpoint. 3. Discover that in many ways people from different cultures and backgrounds hold similar values and beliefs. 4. Identify problems related to diversity. 5. Become more aware of their own cultural viewpoints and stereotypes that one may have inadvertently picked up. 6. Accept and respect differences and similarities in co-workers. Resources: Technology Resources: 1. Developing a Respect for Diversity lesson plan from Success Link (http://www.successlink.org/GTI/lesson_unit-viewer.asp?lid=2301). 2. Diversity Activities for Youth and Adults from Penn State College of Agricultural Sciences Agricultural Research and Cooperative Extension (http://mep.berkeley.edu/sites/default/files/PSU_Diversity_activities.pdf). (2008). 6 WORKFORCE DIVERSITY TRAINING 7 Procedures/Activities: 1. Trainer Preparation: Review Developing a Respect for Diversity lesson plan. 2. Make appropriate copies of handouts and/or prepare materials based on instructions for selected activities. Activities will include: a. Connect the Dots (Recognize that we subconsciously limit our perspectives and alternatives.) b. First Impressions (Discover that your first impressions of people are not always true.) c. Proverbs (Discover that in many ways people from different backgrounds and cultures hold similar values and beliefs.) d. Pipe Cleaner Similarities (Discover commonalities with others regardless of background, race, or culture.) e. Chain of Diversity (Discover and recognize ways in which we are different and ways in which each person is unique.) f. What Do You Know or What Have You Heard? (Recognize widespread use of stereotypes.) 3. Discussion: Businesses employ many different people from many different backgrounds. Today, we are talking about diversity in the workplace and how it affects us. What is diversity? In groups such as the workplace, diversity relates to race, gender, age, disabilities, religion, job title, physical appearance, sexual orientation, nationality, multiculturism, competency, training, experience, and personal habits—that is, the things that make us different from one another. WORKFORCE DIVERSITY TRAINING 8 Assessment: 1. Class participation 2. Exit slip Program Methods and Techniques Effective training cannot be approached as a one-size-fits-all method. It is important to identify and select the best training method for employees that fits into the objectives of the program. This program will utilize a combination of traditional and modern training methods. The first method that will be used is classroom-based. This is usually led by a qualified facilitator, where learning will take place for a few minutes in a physical venue on-site. The groups of employees will go through a series of presentation slides and activities. The advantage of classroom-based training is that a group of employees can gain large amounts of knowledge at the same time. To reduce boredom usually associated with classroom-based training, social learning will be adopted. The method originated from Albert Bandura's work, where employees learn from others by observing, imitating and modeling their behavior. It can be very effective, because employees are pushed beyond the boundaries of their daily roles, acquiring new perspectives and problemsolving skills. This coupled with the classroom-based learning will ensure employees gain the most from the training session. WORKFORCE DIVERSITY TRAINING 9 Task 3- Preparing the Material and Scheduling the Program Institution Preparing Material and Scheduling. Diversity training must address the new dimensions of political and religious differences. Emotions are stirred at training sessions as participants confront different perspectives on major diversity issues such as terrorism and religion. Participants must be taught how to listen to divergent views and to address them constructively. Therefore, it is fundamental that the design of this diversity training programs emphasizes open, honest and safe discussions. The program will therefore be founded on principles such as integrity, respect, dignity, openness, acknowledgement of bias and prejudice and active adult learning methodologies. During preparation, we will seek to create material that integrates training into organizational practices and goals, adopts specific definitions for workforce diversity, defines current workforce diversity policies and so on. Non training activities such as staff meetings, newsletters, informational brochures and videos will also be considered when planning the program. The program will be scheduled depending on organizational availability. Since it is a short training session, finding time to fit in the training should not be hard. It would be ideal to have employees come in at least thirty minutes earlier on a designated day during which training can be administered. Follow up surveys will be done to monitor and evaluate the effectiveness of the training afterwards. WORKFORCE DIVERSITY TRAINING 1. 10 Objective: Diversity training benefits a workplace by allowing employees to let their guards down and build healthy business relationships, as well as decreasing at-work bullying and discrimination, 2. Activity: 1. Give a lecture about “Training in Workplace Diversity" which refers to the differences between employees, to building awareness and a cohesive work environment. https://smallbusiness.chron.com/training-workplace-diversity-3026.html 2. Give our employees a game : Here are 5 Diversity and Inclusion Activities for managers to build stronger teams: https://www.officevibe.com/blog/diversity-and-inclusion-activities 1. Learn What Has Shaped People Create a safe space to learn about your employees’ backgrounds and what has been vital in shaping their lives. Doing this as a group allows employees to learn new things about each other that otherwise might not come up, and the act of being open, honest and vulnerable is a great way to form bonds, increase empathy and improve relationships. 1. Ask everyone to think about the three most defining moments in their lives and write them down on separate Post-its. 2. Have each employee present these moments to the team, and share their story to whatever degree they feel comfortable. 3. Thank everyone for sharing and ask the team to share what their takeaways are from the exercise. WORKFORCE DIVERSITY TRAINING 11 2. Find out How People Feel Employees have lives and experiences outside of the office that inform the way they feel, and therefore perform at work. Understanding how people feel before a group brainstorm or meeting, for example, will shed light on their level of participation, the dynamic they bring to the group, and it will bring team empathy to the forefront. Use the following conversation-starter in small groups to kick off a meeting, or try it during a one-on-one to set the tone for openness and vulnerability. It also gives the employee a moment to reflect on how they are feeling, which is something we don’t often take the time to do. 1. Go around the table and have everyone on your team finish this statement: “If you really knew me, you’d know that… “ It can be something as simple as: “I missed the bus this morning so I feel a bit stressed. I need a minute to collect myself.” Or, something a bit more revealing such as: “I have a family member who is not well and I’m having trouble to focus”. 3. Confront Stereotypes Head-On This particular inclusion activity suggested by MIT is a great way to break down misconceptions and stereotypes by allowing individuals to report on how they identify themselves, while also allowing them to address the stereotypes behind these identifying factors. Here are the steps for “I Am, But I am not” 1. Each participant should fold a piece of paper in half to create two separate columns. 2. In the first column, write “I Am”. 3. In the second column, write “I Am Not”. 4. In between these two columns, write the word “But”. WORKFORCE DIVERSITY TRAINING 5. The final phrase will read “I am _____, but I am not _____.” 6. Participants should fill in the first blank with some kind of common identifier, such as 12 their race, religion, etc. and the second with a common stereotype about that group which is not true of them (whether the stereotype is positive or negative). Ex: “I am Asian, but I am not good at math.” 7. Make sure there are no questions and have everyone write at least 5 statements. 8. Allow participants to share their statements with the team and have an open and respectful discourse on stereotypes. 4. Walk in Someone Else’s Shoes Harvard Business Review recommends “perspective taking” as a great way to mentally walk in someone else’s shoes. Empathy is key in building inclusive and pro-diversity cultures. 1. Have your team share what types of diverse backgrounds they see on their team (race, religion, education, sexual orientation, age, etc). 2. Pair each team member with a background that is different from their own. 3. Have everyone write a few lines on the distinct challenges that they believe the background group they’ve been paired with could face. 4. Share and discuss with the team or in small groups. This reflection will produce more empathic teams, and according to the Harvard study, will help build positive attitudes and behaviors toward minorities. The study also reveals increased support and “engaging in less mistreatment toward marginalized minorities”. 5. Bring Bias to the Forefront WORKFORCE DIVERSITY TRAINING 13 We all have bias, whether we think we do or not. One way to overcome bias and non-inclusive language is to call it out and confront it in yourself and others. 1. Start a bias jar! 2. Have your team call out bias and non-inclusive language openly. 3. For example, using gendered language when discussing a specific profession. 4. Whoever is called out must submit a dollar. 5. But don’t stop there. Have a quick discussion about the type of bias with your team so that it resonates. The practice will help everyone reduce their bias a bit more everyday by bringing it to the forefront. At the end of the year, use the money to do something fun together as team. Retaining and engaging your employees is about creating an environment they want to stay in. One where they feel heard, included, and where they can be themselves. Inclusion needs to exist in the DNA of a company, and it’s up to that company’s leadership to model it. Modern managers play an essential role in exhibiting inclusive and empathic behaviors that will inspire employees to do the same. When a company truly believes in the power of inclusion and lives it uncompromisingly in their day-to-day, they earn a competitive advantage that can’t be matched. Cultures of belonging are the ones that reduce fear and increase curiosity and creativity. The future of work is now, and it’s inclusive. WORKFORCE DIVERSITY TRAINING 3. 14 Trainee Expectations: 3.find survey about diversity at workplace :I will going to use this survey from the book "working Globe smart" to ensure this workshop was useful or not and did these workshop effect on our trainee ? by using this link down. https://learning.aperianglobal.com/login/index.cfm? References Designing Effective Workforce Diversity Training Programs. A PACT Training Resource Guide (2019). Retrieved from http://pact.nyc/wp-content/uploads/2017/01/devdivprograms.pdf References Designing Effective Workforce Diversity Training Programs. A PACT Training Resource Guide (2019). Retrieved from http://pact.nyc/wp-content/uploads/2017/01/devdivprograms.pdf Human Resource Development Final Project Diversity Awareness Profile Most people don’t sit down at their desks and make a mental plan to discriminate, judge, or isolate their colleagues. Even so, these behaviors still exist in today’s organizations. Understanding the presence of these biases is the first step to recognizing that diversity brings many advantages. The Diversity Awareness Profile, commonly known as “DAP,” is a powerful assessment that helps people to: • • • Increase their awareness of the perceptions they have of others Assess the behaviors that most influence interaction with others Modify behaviors to build respect for others Based upon data gathered from focus groups, interviews, and thousands of diversity training sessions over the past twenty years, the assessment provides individuals with a Diversity Awareness Spectrum comprised of five categories of awareness: Naïve: People in this category do not realize they exhibit biased behavior. Avoider: People in this category are aware of biases in themselves and others. They are working on their known prejudices, but they are reluctant to address inappropriate behaviors by others. Change Agent: In this category, people are not only aware of biases in themselves and others – they also realize the negative impacts of acting on those biases. Fighter: People in this category are constantly aware of any behavior that seems to be biased or prejudiced, and they confront others strongly. Task: Search on the net and use the Diversity Awareness Profile to: Design a diversity training program Guidelines: 1) Prior to designing the training event, ask the following questions to help you: • What are the organizational needs for a training request? • Is training the solution? • How will participants’ performance improve because of the training? • Who will be affected by the training? • What can the organization expect as a return of program? • What is the value of the results? 2) What would the training program cover? It should cover the Core Competencies as needed by the company. Core competencies are a set of skills and abilities upon which the company select their employees. Identify KSAOs (acronym for: Knowledge, skills, abilities and other characteristics. KSAOs describe the skills and attributes required for a particular position in an organization). 3) Designing HRD Program *Setting objectives *Selecting the trainer *Developing lesson plans *Selecting program methods and techniques *Preparing materials *Scheduling the program NOTE: *Use the information given in presentation 5 to help you design the HRD Program. How to build your first employee training program Christina Pavlou | Employee performance Employee training and development programs, when thoughtfully implemented, are the cornerstone of a company’s success. Here’s a guide on how to build your first employee training program: Where to start with employee training programs 1. Identify your training needs Before designing your learning and development program, assess your needs. You could start with a skills gap analysis. Here’s how to structure your analysis: Once you’ve identified your needs and desired skills, begin planning your employee training program. Your program should aim to develop the skills you deem most important. 2. Set your objectives Training just for the sake of it costs money and time. Define the goals of your programs before you commit. Ask yourself questions like: • How will employee performance improve after this program? o For example, “Our accountants will learn how to use X tool to handle transactions faster.” • How will employees better achieve business goals after this program? o For example, “Our sales team will use new negotiation skills to increase sales quotas by X% in Y months.” • How will this training program better prepare employees to take on managerial roles? o For example, “X employee will be able to implement constructive performance reviews for his/her team.” • How will this program improve our employee retention rates? o For example, “Our turnover rate next year will decrease by X% after we plan teambuilding activities that boost employee morale and retention.” 3. Include your employees Ask your staff ...
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paula9
School: Duke University

Attached.

Task one : WORKFORCE DIVERSITY TRAINING

Maha Ali Al-Zahrani Ram 011
Samahir Khaled Al Ghefari RAM073
Raba’a Mandili QAM026
Israa Samer Haddash RAM033
Elham Alsefri RAM018
Workforce Diversity Training
Date 30/3/2019

1

WORKFORCE DIVERSITY TRAINING

2

Table of Content
Introduction ......................................................................................................................... 3
Objectives of the Training. .................................................................................................. 3
Selecting the Trainer ........................................................................................................... 4
Developing Lesson Plans .................................................................................................... 4
Content Objectives: ............................................................................................................. 5
Overview: ............................................................................................................................ 5
Learning Objective(s) ..................................................................................................... 5
Resources: ........................................................................................................................... 6
Procedures/Activities: ..................................................................................................... 6
Program Methods and Techniques ...................................................................................... 7
Task 3- Preparing the Material and Scheduling the Program Institution ............................ 8
Preparing Material and Scheduling. .................................................................................... 8
1.

Objective: ................................................................................................................ 9

2.

Activity: .................................................................................................................. 9

1. Learn What Has Shaped People .................................................................................. 9
2. Find out How People Feel......................................................................................... 10
3. Confront Stereotypes Head-On ................................................................................. 10
4. Walk in Someone Else’s Shoes ..................................................................................11
3.

Trainee Expectations: ............................................................................................ 12

Conclusion ........................................................................................................................ 13
References ......................................................................................................................... 14

WORKFORCE DIVERSITY TRAINING
Introduction
Designing a training program is a process that requires a commitment from both the
management and the potential trainees. Workplace trainings usually contribute largely to
communicate what is expected of employees and the culture of the organization. Workforce
diversity refers to the changes in America’s labor force and in the manners which workers relate
amongst each other. Managing workforce diversity requires the creation of a climate in which
each employee’s unique differences and qualities are identified as assets that can help grow the
organization towards its goals. The diversity training is angled towards providing historical
context about the changing work environment and creates a forum in which employees can
improve their understanding of valuing human differences.
Objectives of the Training
1. To increase awareness of employee beliefs about oneself and others around them by
focusing on beliefs, assumptions and behaviors.
2. To address conscious and unconscious bias.
3. To discuss issues ar...

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