Term Paper: Diversity Training This Report Is a Quick

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Diversity Training

This report is a quick summary review of five case studies that focus on diversity in various businesses and it also attempts to provide some diversity issue details. The report also gives insights into what to do when employees are not in favor of diversity training. In our highly intensive global economic situation, tight labor markets are a now a reality. Organizations should be doing all that is in their power to recruit, train and maintain the best employees. Each of the case study companies, Denny's, P&G, DuPont, Dept of Energy, CoreStates Financial most likely assumed that they did not have a diversity problem until the cat was let out of the bag. Diversity and discrimination are topics that are not easily discussed and therefore often go unpunished, undocumented or simply glossed over. Very few organizations in the past took on the initiative to create diversity programs prior to an incident.

The corporate culture is established by top management. It is often the case that senior management either condones discriminatory actions or they are totally oblivious of the facts. Organizations need to define what diversity means from the top down. It makes no sense for a Human Resource representative to create an outstanding diversity program if it is not supported by upper management. Thus, the values of the executive levels must reflect that all people are respected, valued and utilized towards achieving the company objectives. These people will be of all races, genders, sexual orientations, religions, ages and will have different geographic backgrounds, educations and economic histories. To work in this environment will require adaptable communication styles.

Diversity training is one major aspect of the Human Resource function that can help guarantee that more qualified individuals stay than go. As is often the case, diversity training may encompass an entire organizational reevaluation as was the case with Denny's and Proctor and Gamble. At other times, diversity training is just another part of good commons sense and preparation for the worst as was the case at DuPont. Organizations that are diversity sensitive will usually be better prepared for the competitive recruitment markets and thus attract higher potential employees. The point is, no matter what the level of need, diversity training can help maintain the most important aspect of any company, the human resources.

As our nation moves away from the 'all white male' workforce theory, companies understand that to stay competitive in the twenty-first century and beyond, they will need to hire from the ranks of the disabled, women and minorities. Once hired, those employees will need to be treated in a fair and respectable manner. In regard to the human resources that make up the new millennium's workforce, the laws of supply and demand will dictate that employers of the future will be choosing from a smaller population that is more diverse.… [END OF PREVIEW]

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Diversity Training This Report Is a Quick.  (2004, November 18).  Retrieved December 11, 2019, from https://www.essaytown.com/subjects/paper/diversity-training-report-quick/8921873

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"Diversity Training This Report Is a Quick."  18 November 2004.  Web.  11 December 2019. <https://www.essaytown.com/subjects/paper/diversity-training-report-quick/8921873>.

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"Diversity Training This Report Is a Quick."  Essaytown.com.  November 18, 2004.  Accessed December 11, 2019.
https://www.essaytown.com/subjects/paper/diversity-training-report-quick/8921873.