Workplace Diversity

Discrimination is very common in today’s society. It is often fueled by stereotypes that depict certain social groups negatively. Discrimination is often fueled by ideals that are based on non-factual information. Organizations are required to desist from activities that may be regarded as discriminatory in nature. Discrimination arises when two individuals from different social groups are treated differently. As the person charged with designing a diversity training program for the employees of a local hospital, I would recommend issues that would create awareness on the issues of diversity and discrimination. These would include the importance of diversity at the workplace, different forms of discriminations, the scope of discrimination, programs that aim to reduce discrimination and methods that can be put down to eliminate discrimination at the workplace.

Message 1: Diversity is an important characteristic of the workplace. Before trying to promote diversity, it is important that employees understand the importance of diversity in the workplace. Specifically, a diverse workforce is more productive. Since diversity also brings with it increased productivity, employees in a diverse workplace are likely to be more productive in the workplace (Simola, 2008).

How to train

 To train employees about this, I would use multiple dimensions. For the younger staff, I would integrate a combination of digital content sharing with the traditional methods of teaching. A good example would be the sharing of videos on social media and inviting employees to physical classrooms.

Message 2: There are two forms of discrimination which include implicit and explicit

It is also necessary to understand the various forms of discrimination as they are experienced by minority groups (Simola, 2008). These are both forms of discrimination that one may experience. The best way to understand these forms of discrimination is by sharing real life experiences. By doing this, there would be a more deep rooted understanding of the situation as it is in the society.

Message 3: What comprises discrimination and what does not? Sometimes people get involved in unethical practices without their knowledge. Understanding what is unethical in regard to discrimination may be important in curbing the practice (Messick, 2008).

How to train

To train personnel on this, the best thing would be to place them in groups and have them discuss legal scenarios that were either were either classified as discrimination or otherwise. By understanding them, employees would seek to participate only in those activities that are considered ethical.

Message 4: Discrimination can be reduced by embracing specific mechanisms

Discrimination is best curbed at a society level. If organizations participate in events that promote diversity, then such organizations would lower the levels of discrimination (Simola, 2008). Organizations should also undergo frequent inspection to ensure that the organization is able to meet certain standards.

How to train

To help employees understand this, they should undergo training sessions that highlight the differences between organizations that promote diversity and those that do not.

Message 5: Organizations need to adopt programs that promote diversity

The government along with major companies has prioritized diversity in organizations. Certain programs have been created to prompt diversity in organizations (Messick, 2008).

How to train

Such programs are best analyzed in a training room scenario. This would help to thoroughly analyze the situations surrounding the issue diversity and the programs. It would also help to analyze various programs along with their strengths and weaknesses.

As a trainer, my chief intention would be to create support for an all-inclusive workforce. I would strive to nurture characteristics such as

• Team work,
• Humility,
• Ethical behavior,
• Charitable behavior and
• Fairness.

By nurturing these five practices, the level of discrimination would be lowered and employees would be better able to handle a diverse workforce.

References

Messick, D. (2008). What can Psychology Tell us About Business Ethics?. Journal Of Business Ethics,89(S1), 73-80. doi:10.1007/s10551-008-9906-x

Simola, S. (2008). Implicit Stereotypes as Potential Impediments to Ethical Awareness and Recognition. Epac Apec Magazine, 8(1), 19-21.