RAISING AWARENESS: What have we learned? How far have we come?

1. RAISING AWARENESS: What have we learned? How far have we come? • Is diversity a problem? • Is diversity the sole responsibility of the HR Dept? • Is diversity just about race and gender? • Does diversity exclude the white male? • Is diversity training just another fad? • Is diversity just another version of EEO/AA?

2. The Individual Journey Thomas (1999) • Acknowledge your role • Examine your attitudes • Monitor your behavior • Review your priorities • Get ready to learn • Design a plan • Practice!

3. A House for Diversity Thomas (1999) • Low diversity maturity may be due to: • Activity trap • Public relations trap • Training trap • Event trap • Awareness trap

4. Raising Awareness: Diversity Training • Should Diversity Training be the only strategy toward raising awareness of the Diversity Vision? • How do you do Diversity Training effectively?

5. Raising Awareness: ADDIE Model for Training • A: ASSESS needs; determine learning objectives/desired outcomes • D: DESIGN • D: DEVELOP • I: IMPLEMENT • E: EVALUATE: Have outcomes been achieved? Has transfer occurred?

6. Raising Awareness:Diversity Training • Questions Diversity Training can answer: • What is diversity? • How can diversity benefit the organization? • What challenges does diversity present? • What is the effect of changing demographics on the org., community, etc.? • Why do people have stereotypes & biases?

7. Raising Awareness:Diversity Training • What are my biases & stereotypes? • How do antidiscrimination laws affect the organization and me? • What is the organization’s vision for diversity and the policies, goals and expectations toward that vision? • How can I use diversity to my advantage? • How do I apply these concepts at work?

8. Raising Awareness:Four Areas of Focus • Cognitive: Just the Facts • Behavioral • Emotional: Values and beliefs • Organization: Structures and processes

9. Principles of Diversity Training • Clearly identify and articulate desired outcomes and learning objectives based on org. needs • Determine necessary content • Determine appropriate methods of delivery • Decide who needs to participate • Train the trainers

10. Principles of Diversity Training • Provide advance info to employees and supervisors • Create nonthreatening, conducive learning environment and work environment • Monitor and regularly evaluate whether outcomes have been achieved • Revisit and refresh periodically

11. Decisions About Diversity Training:What would you do? • What outcomes do you want to achieve? • What training methods would you use to achieve those outcomes? Who will deliver it? • E.g., lecture, video, CBT, discussion, role play, behavior modeling, reading assignments, etc. • Who should receive the training? • Should the training be mandatory or voluntary? • How would you measure outcomes? • How do we imbed the outcomes?

12. What Makes Diversity Training Unique? • Highly emotionally charged • Connection to bottom line is less clear • Awareness vs. strictly skill building • Total participation needed • Personal

13. Diversity Training Essentials: • Live it! • Constructivism • Marketing is critical • Wide-spread support is essential • It’s not a snapshot, but ongoing

14. Some Diversity Training Outcomes • Knowledge about EEO/AA and legislation related to diversity • Understanding of how diversity is defined • Knowledge of business reasons to embrace uniquenesses: How diversity can improve performance • Strategies to improve customer service

15. Some Diversity Training Outcomes • Strategies to decrease or prevent illegal discrimination or harassment in the workplace • Strategies to improve workplace relations and communication • Strategies to increase employee creativity and individual performance

16. Raising Awareness:Diversity Training • What goes wrong? • Perceived as too “touchy-feely” • Unrealistic expectations • Money runs out • Flavor of the month • Failure to commit, stay the course • Claims of reverse discrimination • No transfer!