An effective diversity training program requires support from all levels of management. Simply paying lip-service to the idea and footing the bill for training is not enough. If a Senior Manager is responsible for the initiative, then it will be seen as important and employees will pay attention. Other actions by management should include:
Participation in training. Employees won't feel compelled to participate if managers don't find the time to participate.
Implementation of appropriate changes identified in the training. For example, flex-time may be necessary to allow observance of religious holidays or accommodations may be needed for a mom that wants to breast-feed their child.
Assessment of their own biases as it relates to management duties. Biases may come into play for interviews, reviews, promotions as well as for special assignments and participation in programs.
Diversity training for the workplace will continue. However, objectives will go unmet if they are simply addressed with a one-time awareness program. The principles need to be incorporated into a company's culture. Follow-up training may be necessary. Most importantly, training should be part of a well-rounded diversity initiative that includes additional ideas for promoting diversity in the workplace.
Bennett, Drake. "Who's still biased? - The Boston Globe." Boston.com. N.p., n.d. Web. 12 Oct. 2010. http://www.boston.com/bostonglobe
Dessler, Gary. Human Resources Management (12th Edition). 12 ed. Alexandria, VA: Prentice Hall, 2010. Print.
Green, Kelly, Mayra Lopez, Allen Wysocki, and Karl Kepner. "HR022/HR022: Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools ." EDIS - Electronic Data Information Source - UF/IFAS Extension. N.p., n.d. Web. 12 Oct. 2010. http://edis.ifas.ufl.edu/hr022.
- Teamwork: http://www.sxc.hu/photo/1237611
- People in city: http://www.sxc.hu/photo/1209081