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Elite Group

Workforce Diversity Training Program

Stacy M. Lee

Career Management/ On-Site Workforce Diversity Training

Executive Summary:
The proposed plan below can be a great opportunity for Elite Group to reap the benefits of adding an onsite workforce diversity training program to its career management program. Having a clear understanding of career management will enable Elite Group employees to feel engaged and motivated to contribute to the company. The company will receive the following benefits from its employees according to (, 2012). 1) Awareness of one??™s own transferable skills and qualities. 2) Awareness on how to learn from experience and develop their strength and 3) Awareness of their values and motivations Incorporating an onsite diversity training program Elite Group will receive these benefits for its company: 1) Increased adaptability, 2) Increase the company range, 3) Diversity in viewpoint, 4) Efficient execution of plans, 5) Satisfied customers and 6) Overall organizational growth.
Based on the success of Elite Group??™s excellent career management program; an onsite diversity training program would only enhance the company morale and productivity. The following is recommendations to establish and promote an onsite diversity training program according to (, 2013). 1) Identify the varied populations of employees in your workplace. 2) Examine what each population needs to feel comfortable in the work environment. 3) Create a committee with whom you can discuss these matters and who can help brainstorm strategies for promoting diversity in the workplace.

4). Establish a clear equal-opportunities policy, making sure it falls within the guidelines of Equal Employment Opportunities laws set out by the EEOC. 5) Become an Equal Opportunity Employer and advertise as such when recruiting job candidates. 6) Promote workplace diversity by providing diversity training for all employees. 7) Acknowledge that prejudice will exist in the workplace. 8) Implement diversity-friendly office policies in regard to dress codes and holidays
1) Identify the varied populations of employees in your workplace. Diversity refers not only to ethnic backgrounds, but also gender and age. 2) Examine what each population needs to feel comfortable in the work environment. In order to promote diversity in the workplace, you will need to have a sense of what will help everybody work together effectively and feel equally supported. 3) Create a committee with whom you can discuss these matters and who can help brainstorm strategies for promoting diversity in the workplace. In order to avoid discrimination, explain the committees goal to your employees and ask for volunteers, as opposed to appointing members. 4) Establish a clear equal-opportunities policy, making sure it falls within the guidelines of Equal Employment Opportunities laws set out by the EEOC. Such policies should help to create a meritorious work system, in which employees are promoted and provided raises based on performance, regardless of age, race or gender. 5) Become an Equal Opportunity Employer and advertise as such when recruiting job candidates. Establish hiring practices that select the best candidate for the position without considering age, race or ethnicity. Begin revamping job applications to remove any culturally skewed questions and delete questions asking for birthdates and marital status. 6) Promote workplace diversity by providing diversity training for all employees. Many businesses hire outside corporations to train employees about issues such as communicating effectively despite linguistic and cultural differences. 7) Acknowledge that prejudice will exist in the workplace. This doesnt mean, however, that you have to condone it. Set clear consequences for incidents of discrimination and inform employees of the policy. 8) Implement diversity-friendly office policies in regard to dress codes and holidays. As long as employees are dressed appropriately for the workplace, allowing them to dress according to their cultural mores can make them feel more supported. Additionally, providing flexible work hours and company holidays allows employees to celebrate the holidays that are important to them, not just those which are celebrated by the majority of the workplace.
Diversity is the condition of having or being composed of differing elements : variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization ,programs intended to promote diversity in schools; an instance of being composed of differing elements or qualities according to(, 2013).
???Diversity training is an educational tool used by companies to improve the internal relationships and overall effectiveness of employees. The main thrust of the training is to educate employees about different backgrounds, cultures, customs, and points-of-view in order to prevent any offensive behaviors. Diversity training can help inform employees and prevent deliberate or unintentional antagonism related to race, ethnicity, sexual orientation, or gender.???

???Generally, diversity training seeks to emphasize the advantages of employing people with various backgrounds and talents in order to provide a well-rounded working environment. Businesses typically can benefit from embracing diversity and taking advantage of skills that all the different types of employees possess. This type of training can provide a natural team building experience, increase the bond between co-workers, and remove unnecessary barriers.
Diversity training can also be a useful tool to educate employees that are preparing to complete business transactions in other countries. The cultural differences between various countries can be vast and make it extremely difficult to communicate. Oftentimes, there is an inherent language barrier, misinterpretation of customs, or differing social norms that create difficulties in the interaction of cultures.??? Training can be the key to successful business transactions according to, 2013).
History of the Issue:
According to author Cora Greer, (, 2013), ???The diverse nature of the American population is obvious in the colonial period when one examines religious, racial, and ethnic groups within the population. Its presence is even more pronounced when one includes not only English-speaking North America but also the Spanish and French colonial territories. At the same time, those in the English colonies did not think of diversity as one might in the twenty-first century. White populations considered Native Americans as an impediment to expansion and a threat; they saw African Americans as a source of cheap labor, rather than part of the colonial community. Inhabitants of the English colonies considered both the French and the Spanish as threats. Teachers should include these realities in the initial approaches to an examination of American diversity.???
???Once the American colonies achieved independence and ratified the Constitution of the United States, the new nations attitude toward diversity showed in the laws governing citizenship and suffrage. Edmund Jennings Randolph, the first attorney general, wrote that slaves were not “constituent members of our society,” and thus the laws of liberty and citizenship did not apply to them. Society still viewed Native American tribes as “nations” and apart from the laws of the United States. In his essay “What Is an American” the author Hector St. John de Crevecoeur defined “the American, this new man” as a “mixture of English, Scotch, Irish, French, Dutch, Germans, and Swedes. . . . He is either a European or a descendant of an European . . .” (Please see the link to the full text of this essay in the list below titled “Documents.”) Crevecoeurs categorization is reflected in the Act of March 26, 1790, which limited naturalized citizenship to “free white persons.” (This restriction was on the books until the Nationality Act of 1870 allowed African immigrants to become citizens; many Asian groups, such as the Chinese, continued to be barred from naturalization until 1943.)???
???Ambivalence toward inclusion of African Americans in an “American identity” was also apparent in the antislavery movement — particularly in the activities of the American Colonization Society. The society, founded in 1816 by Robert Finley, was an attempt to satisfy two groups in America. One group consisted of philanthropists, clergy, and abolitionists who wanted to free African slaves and their descendants and provide them with the opportunity to return to Africa. The other group consisted of slave owners who feared free people of color and wanted to expel them from America. Although most African Americans rejected colonization, it was a solution favored by such prominent Americans as James Monroe, Abraham Lincoln, and Harriet Beecher Stowe, all of whom believed that African Americans could not be assimilated into a majority white population.???
???The struggle for recognition of diversity, in the sense of recognizing political rights for the disenfranchised, could often pit different groups again each other. Although African American women were part of the struggle for black emancipation, there was little diversity within the movement for greater rights for women undertaken at the same time. In the decades following the Civil War, the womens movement was characterized by a narrow focus on womens suffrage. Racism persisted along with indifference and hostility to working-class and immigrant women. Leaders of the womens movement often expressed their disappointment in racist terms when the Fifteenth Amendment did not give women the right to vote, as seen in an excerpt from an article by Susan B. Anthony: While the dominant party have with one hand lifted up TWO MILLION BLACK MEN and crowned them with the honor and dignity of citizenship, with the other they have dethroned FIFTEEN MILLION WHITE WOMEN — their own mothers and sisters, their own wives and daughters — and cast them under the heel of the lowest orders of manhood.???
???The animosity played out again in the early twentieth century, when Alice Paul and other womens rights leaders, believing that the success of the Nineteenth Amendment rested on the support of southern white women, would not allow any participation of black women in the movement. Thus a movement for greater political rights for one group, African Americans, was perceived as opposed to a movement for greater rights for another group, women.???
???Diversity within the American population increased during the nineteenth century, when over 50 million immigrants arrived. Businesses, from the railroads to the mines and factories, welcomed the newcomers, who provided a cheap and abundant labor force. The general population, however, had concerns as to whether these people could become good “Americans.” The influx of Irish Catholics in the 1840s was not well received in the Northeast, and the presence of such groups was the major factor behind the formation of the nativist American Party (“Know- Nothing Party”). The wave of immigration from eastern and southern Europe in the decades following the Civil War, coupled with a belief in the racial and ethnic superiority of those from Northern Europe, brought about serious attempts to restrict and limit immigration. Chinese exclusion, the “Gentlemens Agreement” of 1907, and the immigration restriction laws of the 1920s were all based on the widespread belief that some people were not suited to American democracy.???
???At the same time, however, the idea that ethnic pluralism could be strength of American democracy was also growing during the early twentieth century. Israel Zangwills play The Melting Pot (1908) portrayed the United States as a land where old immigrants became valuable, patriotic, productive new Americans. Going further, commentators such as Jane Addams and Horace Kallen justified not only the presence of immigrants in America but also the survival of immigrant cultures and folkways. The early twentieth century also witnessed the rise of new attempts to provide African Americans equal legal and political rights, as with the 1909 founding of the National Association for the Advancement of Colored People.???
???Yet the national rivalries and political radicalism that erupted during and after World War I led many commentators to debate how, and whether, the “melting pot” of America was still producing a single, non-ethnic national culture. The 1920s were a watershed decade in which traditional prejudices battled with the forces of inclusion. The quota system in immigration, the post-World War I race riots, the reemergence of the Ku Klux Klan, and the violent suppression of labor unrest seemed to indicate the defeat of the voices of tolerance and inclusion. These were years when the conviction that new immigrants could never “melt” in the “melting pot” was at its height. Yet the 1920s also produced the Harlem Renaissance, the acceptance of jazz as a native American art form, an increasing number of ethnic players in sports and film, and the selection of an urban Catholic to run for president. The Great Depression and World War II saw an increased mobilization and validation of ethnic diversity in the United States, although constrained by race and with many assimilationist assumptions continuing undisturbed.???
???One of the best ways to observe this pride in diversity is through an examination of popular culture, particularly film. War movies of the 1940s, such as Guadalcanal Diary, show off a number of “ethnic” characters, demonstrating the difference between American values and those of the countrys fascist and totalitarian enemies. The years after the war saw a concerted effort to combat prejudice, as in the novel (and subsequent film) Gentlemans Agreement, about anti-Semitism, and early steps to integrate the armed forces and professional baseball.???
???In the aftermath of the civil rights movement and greater assertions of cultural equality by African Americans, a positive assessment of diversity was one of the most important movements to come out of the social and cultural battles of the 1960s. Women, homosexuals, Native Americans, Asian Americans, and the handicapped began to assert their rights. Since the 1970s American society has witnessed continuing debates over the meaning and extent of diversity. Government efforts to establish official rights for particular groups, such as the Americans with Disabilities Act, have been matched by new explorations of diversity in the media. Now, throughout American history, diversity is a concept that is heavily contested, both in political and cultural terms.???

Symptoms vs. Causes:
The need for this change is being exemplified daily. Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin (, 2013).
There will be no cost for employees.
Due to the high demand for this training and its ongoing problems the diversity program should be evaluated every three months, then it should be evaluated every six months thereafter.
Evaluation of Alternatives:
1) Do nothing.
2) Let someone else fix the problem.
3) Bring in someone who does not have a clue on what the company needs.
4) Spend large amount of money on video tapes and dvds.
There are several things to consider when implementing a diversity program. According to Audra Bianca, eHow Contributor (, 2013), there are ten principles for implementing diversity training:

1) Get the support of senior management in the organization. 2) Prepare a training program that fits the workers in the organization. 3) Consult leading resources on diversity training, and record ideas for successful implementation of diversity training not included in your program. 4) Update training materials. 5) Schedule employee diversity training at least two months in advance to allow enough time for tasks such as scheduling presenters and ordering training materials. 6) Use an email or letter signed by senior management to inform employees of upcoming diversity training. 7) Be prepared to present at the training program. 8) Present the training materials. Track employee attendance by requiring each employee to sign an official acknowledgment of the organizations diversity policy and completion of the diversity training program. 9) Design and implement a method for evaluating the effectiveness of the diversity training program. 10) Schedule annual updates for staff diversity training. Require diversity training for all new employees.

Career Management. (2013, Feb 6). Retrieved from
College Board. (2013, March 4). Retrieved from
Diversity Training in the Workplace. (2013, March 4). Retrieved from
Employment Discrimination,Diversity, Harassment, Gender and Labor Issues. (2013, March 4). Retrieved from
How to Implement Diversity Training. (2013, March 4). Retrieved from
How to Promote Workplace Diversity. (2013, Feb 25). Retrieved from
Merriam-Webster Dictionary. (2013, March 4). Retrieved from

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