Cultural Diversity Training Resources
Cultural diversity training is an important component of an overall inclusion and diversity strategy. Diversity training provides the knowledge, skills and tools to assist team members for behaving differently. This is important for creating and sustaining change that fosters a more diverse, inclusive, respectful and productive organization. Diversity training must be flexible to meet the demands and schedules of today's active working environments. Visit the PRISM diversity training page to learn more on this topic. We have provided the articles, resources and links below to help with your journey towards diversity.
Diversity Linked To Increased Sales Revenue And Profits, More Customers
In one of only a few studies to empirically examine the implications of organizational diversity, sociologist Cedric Herring found that a workforce comprised of employees of both genders and varying racial backgrounds resulted in positive business outcomes.
Companies with a more diverse workforce consistently reported higher customer numbers than those organizations with less diversity among staff. In terms of racial diversity, companies with the highest rates reported an average of 35,000 customers compared to 22,700 average customers among those companies with the lowest rates of racial diversity. The difference is even larger for gender diversity rates. That is, companies with the highest levels of gender diversity reported an average of 15,000 more customers than organizations with the lowest levels of gender diversity. Herring also found that the smallest incremental increase in levels of racial or gender diversity resulted in more than 400 and 200 additional customers, respectively.
According to the research, as racial and gender diversity levels increased in a company's workforce, its profits relative to those of its competitors also increased.
Diversity Linked To Increased Sales Revenue And Profits, More Customers From: Science Daily
Diversity Training Can Improve Your Bottom Line
Diversity training in the workplace can help make an organization more competitive and strong, thereby improving its financial strength. Diversity training stresses the idea of inclusiveness to supervisors, workers, suppliers, vendors, and clients.
Over the next 15 years, the African-American, Hispanic, and Asian-American ethnic groups will expand at a rate six-fold higher than non-ethnic populations. World Bank data indicates that if ethnic populations in the United States were to create their own nation, it would result in one of the globe's leading economies.
Companies that want to take advantage of the nation's diversity in culture, skills, religions, education, and talents need to encourage diversity in their corporate culture. But many firms have failed to incorporate diversity into their basic principles or business functions. "Diversity training on the front end is beneficial for managers and people within their workplace so they are prepared for dealing with people from different backgrounds," asserts Stan Davis, COO of iMpact HR Consulting. To this end, diversity programs should aim to motivate employees and make them feel that their contributions and suggestions are welcome. Firms also need to reassess policies to ensure adequate job development opportunities for diverse employees. Successful companies will be those that include diversity in their core business practices.
Diversity Training Can Improve Your Bottom Line From: Wisconsin State Journal
IBM and Diversity Training
Globally, IBM conducts training sessions in a variety of diversity-related subject areas. For example, "Shades of Blue" is a learning experience for managers to develop competencies for engaging in business across cultures. Consisting of online learning followed by a two-day face-to-face workshop, the program combines presentations, group discussions, role playing and videos to build understanding and skills for multicultural engagement.
IBM also offers "QuickViews" and "Learning Clusters" — online programs — to educate managers on the issues of diversity, inclusive leadership and sexual harassment. The materials include interactive learning modules, simulation models to apply what's been learned, recommendations for in-depth learning, testimonials from IBM executives, and self-assessment tools to give managers the ability and confidence to conduct business in a diverse marketplace with a diverse workforce.
All new managers in IBM worldwide take part in our Leading@IBM management training, which includes a dedicated diversity module. In 2004, this session amounted to approximately 13,600 hours spent on learning and discussing the issues of diversity in the workplace and the marketplace.
Additionally, all IBM managers are encouraged to complete a dedicated, two-day diversity learning lab at least once during their careers. Employees are encouraged to attend a one-day learning lab. In 2004, this amounted to approximately 21,169 hours for managers and 5,261 hours for employees.
PRISM Inclusion & Diversity Training
Inclusion and diversity training is one tactical component of a diversity strategy. Training provides the knowledge, skills and tools to assist team members for behaving differently. This is important for creating and sustaining change that fosters a more creative, inclusive, respectful and productive workforce and workplace. Inclusion and diversity training must be flexible to meet the demands and schedules of today's active working environments. PRISM offers various training products that are flexible in their delivery and duration.
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