Diversity is usually used to relate to differences based on ethnicity, gender, age, religion, disability, natural origin and sexual orientation, and diversity encompasses. While the substance and liberation means for diversity training may vary, training is essential to elevate knowledge and increase the necessary skills to work with different employees within and improve service delivery to citizens on the outside.
Reviewing Diversity Training.
The U.S. Equal Employment Opportunity Commission (EEOC) reported 99,992 workplace discrimination filings in the private sector during the 2010 fiscal year, representing an all-time high (Bezrukova, Jehn, & Spell, 2012). This recommends that discrimination on the basis of age, race, gender, and other issues continues a great workplace problem regardless of the civil rights and related social associations of the past years. As a reaction to this community issue, diversity training has the prospective to create a large, positive collision because the plan behind it is to address prejudice, stereotyping, and other biases. Even though some diversity programs have been used often, some have raised significant questions about their worth and techniques. Many authors have stated that there is still so much to learn about diversity training, even with the number of studies in organizational and educational settings. .
Diversity Training.
Bezrukova et al. (2012) stated that diversity training is defined as a distinct set of programs aimed at facilitating positive intergroup interactions, reducing prejudice and discrimination, and enhancing the skills, knowledge, and motivation of people to interact with diverse others. Diversity training is so much different than any other training because it disputes the way a person sees the globe and deals with concerns that may seem disturbing or personal. Since opinions are possibly learned previous to training, diversity training tends to be more sensitively and politically charged than many other types of training.
