Levering Diversity and Inclusion in the Workplace

This article sheds light on how some companies approach diversity and inclusion educate from a sales booth that may be doing more harm than good. The article speaks to what not to do or say as it relates to diverse groups of employees. Mainly to ensure no lawsuits occur or any laws are broken. However, a recent learn by researchers from Harvard University, University of California at Berkeley and the University of Minnesota showed that diversity training that emphasizes the scourge of lawsuits actually had a negative effect on diversity.In addition, attitudes round diversity showed no measurable changes after such training. The research showed that the problem with negatively directed diversity training was that it emphasized differences rather than similarities. The training tended to group bulk according to characteristics, such as color and religion, rather than individual preferences. Noting that race and religion, being such a touchy subject, barf managers in a position where they felt they were being intrusive or encroaching on employees freedoms.Getting one step closer to rift laws or having impending lawsuits. This article was written to suggest an alternate elan of presenting diversity and inclusion as it relates to the work place. They suggest that training should boil pop out more on similarities of diverse group members and non-diverse group members. This creates an open tonal pattern of communication and appreciation that although a difference exists among them they still share communal ground. They suggest that the key to successful training and in breaking down stereotypes is to focus on exercises that allow people to relate as individuals. sooner of using words like diversity or even similarity, flip over the employees thoughts to individuality. At even the basic level all people undersurface relate to being an individual. This individuality is generally more wide accepted than thinking of someone being a part of a diverse grou p. The major goal in addressing diversity from this stand localize also shifts managements mindset from what not to do to what they can do as it relates to positive diversity and inclusion training.