Can Organizations Train Diversity?

QUESTION

Please read Case Incident 1: Can Organizations Train Diversity? on page 68 of Robbins & Judge (2019). After you have read the case, please answer the following questions.

Do you think diversity training is effective? If so, what about it makes it effective? If not what would you do to improve diversity outcomes in organizations?

If you were to develop your own diversity training plan for an organization, what you would you do? What parts of the training plan do you think would have to be present for it to work?

This kind of essay gives you the opportunity to use your writing to show that you have understood all the readings included in the module. Please make sure to cite concepts and theories from the readings. Feel free to add additional outside information in your essay as well.

How to approach a case study analysis in Organizational Behavior

Preparation

Read the case over quickly to get an overall sense of the material presented.
Identify the main problem and any other secondary problems presented. Write it out in 1-2 sentences as you see it at that point. Make sure you don’t focus on only symptoms but seek out the root causes For example: A team’s failure to reach a goal (the symptom) could be caused by ineffective leadership, or conflict (the symptom) caused by poor communication within the group.
Read the case again very carefully, looking for details related to the issues you have identified as the main and any secondary problems. Take notes.

Writing the Case

Write a summary of the case. Be succinct and generally keep the length to one paragraph.
Identify the key people. What are their names, titles, importance to the case and problem?
Begin integrating your learning. Refer to your textbook chapters, additional reading and the case itself to identify the more salient Organizational Behavior theories and concepts which relate to this case and the problem you identified. Connect the theory to the problem and explain (provide a rationale) for your choice.
Propose a solution, or multiple solutions if you are given a very long and complicated case to analyze. Support your proposed solutions with material from the readings. This is critical for you to present because solutions will demonstrate your new learning.
Make a recommendation. Provide a solid support full of detail from your readings. Please do not expect the instructor to “read your mind.”
You do not need a concluding paragraph. The recommendation is sufficient.

ANSWER

Diversity Training

Is Diversity Training Effective?

Diversity training is effective, and it works best when other diversity management strategies are incorporated (Langton, Robbins, and Judge, 2019). Notably, the effectiveness of diversity training is mostly exhibited when it lays out an organization’s inclusive culture, respects and embraces various strategies that establish a reliable understanding. Therefore diversity training goes beyond a list of demands on what employees should do or not do.

Cohen and Gavett (2019) project that diversity training in the workplace is aimed at addressing unique elements regarding employees. Such elements include race, language, nationality, sexual orientation, gender, social and economic status, age, ethnicity, physical ability, religion, mental capacity and how individuals work together. Arguably, diversity training goes beyond being culturally right, considering people’s cultures differ widely. Diversity training moves into the realm of knowing and understanding how to accept and embrace differences among individuals within a given workplace.

Since diversity training is focused on creating a truly inclusive culture, it encourages a sense of belonging for a diverse workforce. Diversity training is not just a human resource initiative, but it is everyone’s responsibility within a workforce. Ideally, to foster a diverse and inclusive culture, organizations should employ a diverse population and ensure that employees feel included in the organization’s operations and the decision-making process (Onyeador, Hudson, & Lewis, 2021). Additionally, diversity training in a workplace becomes more effective since it promotes increased awareness around diversity issues and encourages effective communication skills and collaborative work, which help improve relationships. For instance, when Sgts. Jake Lehman and Detective Kevin Collins attended the Racial Intelligence Training and Engagement (RITE). They acquired more knowledge and skills to improve their ability to deescalate charged situations (Langton, Robbins, & Judge, 2019). Diversity training also helps individuals deal with micro aggressions, cultural bias, or discrimination. Overall, diversity training is effective since it enables employees to acquire knowledge, skills, and a positive attitude, which helps to promote an inclusive workplace culture.

If you were to develop your own diversity training plan for an organization, what would you do?

The first guideline would be to minimize laying out a list of prohibitive rules that dictate the dos and don’ts for employees to create effective diversity training. Instead, the goal would be to exhibit diversity acceptance as a choice for the benefit of every individual. This approach will result in long-lasting positive results (Cohen and Gavett, 2019). For this reason, I would ensure to create common goals whose aim is to establish common bonds. This aspect is vital to ensure everyone moves at the required pace hence achieving the mission. I would also confront unconscious bias by acknowledging the tribal nature of the employees and working with it. Since inclusivity is also key in sustaining effective diversity, I would ensure all employees are included and have a sense of belonging in their roles and teams. I would also introduce the initiative of choosing to lean into a diverse workplace instead of demanding employees tolerate each other. As mentioned earlier, prohibitive language is not ideal since adults do not prefer to be told what to do or not do.

What parts of the Training plan do you think would have to be present for it to work?

The parts of the training plan that would have to be present include need assessment and learning objectives. This part is crucial in the framework development since it provides a clue of what needs to be addressed. The learning style and delivery mode are also key to ensuring the message reaches home and is received as intended. Another essential part of the plan is monitoring and measuring the effectiveness of the training. To ensure the training is effective, it is crucial to adopt the Kirkpatrick model to review trainees’ performance. This model, for instance, has four steps which include reaction, learning, behaviour, and results, which help one monitor the progress.

References

Cohen, P. A. I. G. E., & Gavett, G. R. E. T. C. H. E. N. (2019). The day-to-day work of diversity and inclusion. Harvard Business Review. Retrieved from https://hbr.org/2019/11/the-day-to-day-work-of-diversity-and-inclusion.

Langton, N., Robbins, S. P., & Judge, T. (2019). Organizational Behavior: Concepts, Controversies, Applications, Eighth Canadian Edition.

Onyeador, I. N., Hudson, S. K. T., & Lewis Jr, N. A. (2021). Moving beyond implicit bias training: Policy insights for increasing organizational diversity. Policy Insights from the Behavioral and Brain Sciences, 8(1), 19-26.