Diversity Management Training Course Course

 

Description

Diversity Management Training Course Course: Introduction

Diversity is the inclusion of a wide variety of people of different races or cultures in a group or organization. It is important to understand terms and concepts related to diversity, such as: Ableism – which is discrimination against people with disabilities. Affirmative action – policies that take race ethnicity or gender into consideration in an attempt to promote equal opportunity or increase ethnic or other forms of diversity. Homophobia – discriminatory behaviour and beliefs against gays, lesbians and trans-gender individuals. Minority – a part of a population differing from others in some characteristics and often subjected to inferior treatment. Racism – discrimination based on one’s race. Sexism – discrimination directed against either women or men. A stereotype is an oversimplified conception or opinion. A bias is a preference or an inclination. Both stereotyping and bias is discriminatory behaviour. We are all responsible for breaking down the barriers of diversity; we can change our personal approach, instead of stereotyping someone we can get to know them based on facts and information gathered. We can encourage workplace changes, encouraging diversity in the workplace thereby adding value to the team/s. We can encourage social changes by getting rid of our own preconceived bias – our baggage – and socializing with people from another culture. In the workplace we can be proactive in forming a mission, vision and company policy which encourages diversity. When hiring new employees it is important to take note of company policy regarding affirmative action and diversity. When training employees the same policies should be adhered to and the promotion or recognition of employees’ achievements should be fair and equal. Company policy and the laws of the country should reflect each other in preventing discrimination and racism, and discouraging it.TIP: Sometimes how you say something is more important than what you say as it may be misinterpreted by someone of a different culture or language. Body language is also very important as people generally understand 70% of your non-verbal cues and only 30% of your verbal cues. Three actions that enhance conversation are looking a person straight in the eye, a warm open smile, and a relaxed, upright posture. If you have been discriminated against, there are a number of ways to remedy the situation, such as talking to the other person involved, reporting it to a supervisor, or going to the CCMA – Counsel for Conciliation, Mediation and Arbitration. Citizens of this country may also find relief from the justice system. We round off our course with managing complaints as a manager and as an organisation.

Diversity Management Training Course Course :Course Outline

Diversity is the inclusion of a wide variety of people of different races or cultures in a group or organization. It is important to understand terms and concepts related to diversity, such as: Ableism – which is discrimination against people with disabilities. Affirmative action – policies that take race ethnicity or gender into consideration in an attempt to promote equal opportunity or increase ethnic or other forms of diversity. Homophobia – discriminatory behaviour and beliefs against gays, lesbians and trans-gender individuals. Minority – a part of a population differing from others in some characteristics and often subjected to inferior treatment. Racism – discrimination based on one’s race. Sexism – discrimination directed against either women or men. A stereotype is an oversimplified conception or opinion. A bias is a preference or an inclination. Both stereotyping and bias is discriminatory behaviour. We are all responsible for breaking down the barriers of diversity; we can change our personal approach, instead of stereotyping someone we can get to know them based on facts and information gathered. We can encourage workplace changes, encouraging diversity in the workplace thereby adding value to the team/s. We can encourage social changes by getting rid of our own preconceived bias – our baggage – and socializing with people from another culture. In the workplace we can be proactive in forming a mission, vision and company policy which encourages diversity. When hiring new employees it is important to take note of company policy regarding affirmative action and diversity. When training employees the same policies should be adhered to and the promotion or recognition of employees’ achievements should be fair and equal. Company policy and the laws of the country should reflect each other in preventing discrimination and racism, and discouraging it.TIP: Sometimes how you say something is more important than what you say as it may be misinterpreted by someone of a different culture or language. Body language is also very important as people generally understand 70% of your non-verbal cues and only 30% of your verbal cues. Three actions that enhance conversation are looking a person straight in the eye, a warm open smile, and a relaxed, upright posture. If you have been discriminated against, there are a number of ways to remedy the situation, such as talking to the other person involved, reporting it to a supervisor, or going to the CCMA – Counsel for Conciliation, Mediation and Arbitration. Citizens of this country may also find relief from the justice system. We round off our course with managing complaints as a manager and as an organisation.
Course Contents
Demonstrate knowledge and understanding of diversity in the workplace.
Demonstrate understanding of the reality of diversity and its value in a unit.
Manage team members taking into account similarities and differences.
Deal with disagreements and conflicts arising from diversity in a unit.
Understand central diversity management concepts and be able to relate these to their context
Recognise the impact the diversification of the South African Labour force has on the workplace and organisational performance
Be able to distinguish between critical success and failure factors of diversity management
Be familiar with the legislative factors required to establish an appropriate human resource environment for managing diversity
Be able to understand and value diversity in order to create an inclusive organizational culture ·
Develop techniques for dealing with inappropriate behaviour ·
Know what to do if you or one of your employees feels discriminated against
Be able to mainstream and integrate diversity management into organisational strategy
Understand the benefits of diversity in team members and clients are explained with examples.
Understand ways of utilising the diversity among team members are explored with a view to enhancing relationships and improving the productivity of a unit.
Understand ways of meeting the needs of diverse clients and communities through a range of products and services is explored to identify new opportunities.
Be sensitive towards and understanding of diversity are demonstrated through management activities.

Diversity Management Training Course Course: Course Duration

2 day/s

Who should attend: Diversity Management Training Course Course

This course is intended for anyone who wishes to understand the subject of diversity.

**Quote does not include Any Exam Fees (if applicable)

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