Diversity training became increasingly popular starting in the 1980s. It began as a response to the increasingly diverse workforce that followed the women rights and civil rights movements earlier in the decade. Back then, trends showed minorities and women were being blocked from promotions and advancement in the workplace. Their pay was also not equal. As a result, companies were sued, and they turned to diversity training to avoid legal action. Diversity training can take on many forms. It may simply be a company culture of equality and tolerance or take on more structured forms, such as seminars or mentoring programs.
Diversity Training promotes equality, fairness, and inclusive not only does diversity training increase employees awareness of diversity, but it also enhances trust, communication, and collaboration to help employees work together more effectively. Although it does not necessary change participants personal belief, by increasing awareness and promoting the acceptance the acceptance and even learning of differences successful diversity training can help to create a positive work environment and decrease legal risk.
Diversity training for teams helps facilitate cross-cultural communication and enhances productivity. Teams exist both inside and outside the workplace. You probably have a sense of what a diversity program looks like at your organization. Effective cultural diversity training is designed to bring together people from many walks of life with different experiences: having many ancestries, religions, appearances, physical abilities and lifestyles. The definition of multicultural is involving or relating to several ethnic groups or cultural groups within a society. It includes people who have many different beliefs and customs. It could be something designed for cultures of different races. A multicultural is a business environment where participant are from different countries or regions interact, bringing different values, viewpoints an business practice. Often this setting requires substantial training and employees’ support. In the case of race relationships are the relations between members of two or more human races. The training for race relationship promote equality of opportunity and good relations between people of different racial groups; the relations between members of two or more human races.
In conclusions the enthusiastic support and insolvent of the leaders is the foundation of diversity training success. Leaders must clearly communicate the importance of diversity as an organizational value and business goal. The diversity program should be clearly linked to the mission and objectives of the organization to maintain employee’s interest and commitment to changing their behavior
In the workplace many environmental difficulties can arouse due to lack of knowledge and/or cross-cultural literacy, which can really affect our job performance and who we are as business people. Most of these difficulties come down to our cultural differences and how we as individuals can learn to interact with each other within and between these groups. Cultural element differences creating a difficult environment within the workplace may be: Barrier of language, Communication, Social Structure, Values and Attitudes, Religion, and political factors. However, self-reference criterion can be diminished or avoided, by firms educating and training employees in cultural differences, ultimately to achieve acculturation within the workforce and be successful