Essay Example on Developing a Diversity Training Plan: Strategies and Implementation

Diversity is an important aspect of organizational operations. Diversity training improves the perception of employees concerning their differences. The training plan identifies the key areas that need to be changed and the integrations to factored in upholding diversity. If I were to develop a diversity training plan, I would implement several strategies to ensure all the organizational aspects that need to be changed. According to Wentling and PalmaRivas. (1999)The development of a training plan is determined by the data collected that reflect on the organizational demands and the actual efforts required in attaining diversity in the organization. Data collection entails compilation of workforce data such as age, ethnicity, disability, gender, family status language, and religion, among many other varying factors that can be illuminated across the population (Wentling & PalmaRivas, 1999). Data on the organization culture on diversity and inclusion will be highlighted, giving room for evaluating the adaptability of diversity across the organization. In my case, I will take into consideration several steps to establish an effective training plan. Data collection and analysis allow for the design of a strategy to drive diversity in the organization.

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A diversity training plan can focus on the skills and creation of awareness. However, the strategy design process's success incorporates the attributes of the management, gender inclusion, and ethnic diversity in the hiring structure (Pendry, Driscoll & Field, 2007). After designing the training strategy, I will address the critical factors identified in the review of data on the policies and practices that affect diversity in the organization, such as employee referral, company culture, biases, and political preferences. I will align the training strategies to the organization's objectives, which will provide room for the implementation of the training plan. The training program will communicate the initiatives and sufficiently address each identified approach to meet organizational diversity.

The tech industry lacks to embrace diversity with most of its workforce made of men while the case is more serious with women of color. The industry has promoted diversity strategies over the years, but it is yet to realize significant results in the pursuit of workplace diversity. Tailoring diversity training plans in such an industry requires advanced efforts to bridge the skills gap and gender disparity in the workforce. The challenge in attaining diversity in the tech industry is the limited skills and knowledge as well as limited interest in technology among women. The training program can target people with the right skills and expertise, which can be integrated into the tech industry workforce and foster productivity. Therefore, the training program should focus on identifying the right candidates for organizational roles. The training program will focus on the basics of diversity, including the ability to integrate into the tech industry, suited biographical characteristics, and the learning involved.

Diversity training can be effective in promoting workplace diversity as it identifies the strategic areas that need improvement and designs the relevant approaches that facilitate the transition in diversity based on skills and awareness. Short term training may fail to significantly address the need for diversity and the attributes for diversity in the workforce (Fujimoto & Härtel, 2017). However, long term training sessions improve awareness and skills relevant to enhance workplace diversity. Therefore, the target training sessions focus on aspects of data collection and analysis and, therefore, address the particular areas that need modification to attain diversity.

References

Fujimoto, Y., & Härtel, C. E. (2017). Organizational diversity learning framework: going beyond diversity training programs. Personnel Review. https://doi.org/10.1108/PR-09-2015-0254

Pendry, L. F., Driscoll, D. M., & Field, S. C. (2007). Diversity training: Putting theory into practice. Journal of Occupational and Organizational Psychology, 80(1), 27-50. https://doi.org/10.1348/096317906X118397

Wentling, R. M., & PalmaRivas, N. (1999). Components of effective diversity training programmes. International journal of training and development, 3(3), 215-226. https://doi.org/10.1111/1468-2419.00079