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Finding a common ground among all in the group is a positive and productive approach.
In dealing with attitudes and/or behaviors when designing a diversity training program, an effective approach is to start with a clear statement of goals and/or values. For example, "Participants have an absolute right to state how they see things, in complete safety, so long as boundaries for good taste are reasonably observed" (Karp et al., 2000). It is important to validate people's values and then move on to looking at the specific behaviors that cause pain and problems within individuals.
What's being said and how it's being said is very important to keep in mind when developing the curriculum for the diversity training program. At the beginning of the program, the trainer states their intentions of the program and asks that participants refer to the diverse issues that come up, during the session, with the respect that they would like themselves. An agreement can also be made, for example, if a person gets offended in any way, during the program, the person can yell a key word, such as "Ouch," at that time the issue will be discussed, with closure immediately resolved. This tends to keep the program alive and it places responsibility with the injured person.
Resistance can be a sticky issue. People often resist what others want them to think and feel. People may do this for a few different reasons; either the demand is not in their best self-interest or the demand is experienced as an attack on their self-image. One approach that a company might want to use is to couple the diversity training...
For example, employers may advise that their employee's attendance to the diversity program is a company policy and that all personnel will conform. Another way to approach resistance of employees is to sell the values of diversity with the hope of generating enthusiasm for upcoming training programs. It is important to be more responsive to the unique capabilities of others, so as to maximize potential for their effectiveness.
In conclusion, in order to benefit from a diverse working population, organizations will want to encourage their employers to increase their awareness of diversity issues. It is important to encourage sensitivity toward others whether of gender, race, ethnicity, alternative lifestyles, age, religion, socio-economic status, and ability (Rodriguez, 2004). This will promote a more efficient and productive work environment.
Works Cited
Fisher, Anne. "How You Can Do Better on Diversity." Fortune 15 Nov. 2004: 150.10.
Karp, H.B. & Sammour, Hael Y. "Workforce Diversity: Choices in Diversity Training Programs & Dealing with Resistance to Diversity." College Student Journal 34.3 (2000): 1-8.
Rodriguez, Alicia. "A Diversified Workforce Fosters a Climate of Innovation." Florida Diversity. 2004. Infosoft Group, Inc. 7 May 2005 http://www.fldiversity.com/article.asp?pagemode=1&aid=793.
Scully, Maureen, and Rowe, Mary. "Helping Bystanders take Responsibility for Diversity." Diversity Central. 2005. Diversity Hotwire. 7 May 2005 http://www.diversityhotwire.com/business/feature_summary.html.
Works Cited
Fisher, Anne. "How You Can Do Better on Diversity." Fortune 15 Nov. 2004: 150.10.
Karp, H.B. & Sammour, Hael Y. "Workforce Diversity: Choices in Diversity Training Programs & Dealing with Resistance to Diversity." College Student Journal 34.3 (2000): 1-8.
Rodriguez, Alicia. "A Diversified Workforce Fosters a Climate of Innovation." Florida Diversity. 2004. Infosoft Group, Inc. 7 May 2005 http://www.fldiversity.com/article.asp?pagemode=1&aid=793.
Scully, Maureen, and Rowe, Mary. "Helping Bystanders take Responsibility for Diversity." Diversity Central. 2005. Diversity Hotwire. 7 May 2005 http://www.diversityhotwire.com/business/feature_summary.html.
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