Diversity Training Program

A successful diversity training program consists of two primary elements: a training content and a training model. Although the system is one, it is very easy to miss something if you are not trained to think the program through carefully.

In an increasingly diverse people and society, diversity training should include interaction between individual participants and more formal inclusion-based education programs. This process helps participants identify their own strengths and learn about the diversity within the organization and between its employees. It also helps those with deficiencies in their own skill sets gain some recognition for their strengths.

Even if the organization is not planning to establish any of these types of programs right now, it should still be aware of what the program needs and how it should be taught. It is likely that several programs would be needed to get the appropriate training to every person in the organization, to keep staff at their best, and to help achieve the diversity goals that the organization has set for itself.

The training program should integrate all aspects of its content. It should teach both existing skills and what will need to be learned in order to obtain those skills. The training system should be effective and well designed.

Each organization will require a specific program, but the program should be relevant to the workforce and the goals of the organization. For example, a program with an HIV/AIDS focus may be more effective than a program with only a color-blind view of diversity.

The program should be designed to address everyone's needs. This means the information should be provided in a language that is easily understood by all, regardless of cultural background or differences in ability.

Trainees should be tested for any knowledge gaps that may arise. When a gap does exist, the organization should use feedback and re-trainings to ensure that everyone is able to understand the program.

There should be a variety of programs that address all areas of diversity within the organization, rather than just one program for diversity issues. This can reduce duplication and allow every employee to feel valued for his or her ability to contribute to the success of the organization.

One organization that integrates a diversity program that addresses all areas of diversity is California Medical Assn. Employees from every background and ability can participate in a diversity program that educates them on being a part of a professional organization and creating positive self-perceptions for themselves.

The diversity program could be as simple as providing an orientation for new employees that discusses diversity within the organization. It could even be as extensive as developing a training program specifically for individuals with disabilities.

The diversity training program should be based on the lessons learned through its components and include a wide range of topics. At minimum, it should include discussions on personal value and social responsibility; human resource diversity; leadership development; strategic planning; human resources policy; cultural competency; the law; and other relevant topics.

Creating a program that addresses all of the organization's diversity issues is possible. Using the proper planning and implementation process, an organization can give its workers a chance to improve their overall quality of life while making the company a better place to work.