1. Diversity Training Across Organizations
Presented by: Angie Bachtel, Melissa Guttmann, Maria Rast, & April Tuggle

2. Agenda Introducing Diversity Beginning the Training Process
Conducting Effective Training
Diversity Training in Higher Education
Evaluation of McDaniel College
Diversity Training in Healthcare Organizations
Evaluation of a Healthcare Organization
Diversity Training in the Federal Government
Characteristics of Diversity Training

3. Why Diversity?
“…a number of desirable positive outcomes occur when groups or work teams include diverse perspectives and value that diversity”
(Ewoh, 2013, p. 108)
Video

4. Why Diversity Training?
Approximately 72% of companies offer some type of diversity or cultural awareness training
Demographics are changing within the workplace
Helps raise awareness about valuing individual differences and organizational culture

5. How to Get Started Get buy-in from upper management
Include in strategic planning
Gather needs assessment data
What knowledge, skills and abilities are needed?
Find a trainer with the proper credentials
Incorporate diversity efforts into organization
Follow-up and evaluate

6. Conducting a Needs Assessment
A needs assessment for diversity training should aim to find:
Why a diversity training
program is needed/wanted?
What are participants attitudes towards diversity?
How does the organization view diversity?
How should training be conducted?
Heterogeneous
vs.
Homogeneous Groups

7. Making Training More Effective
Don’t follow the status quo
Acknowledge changing workplace and diverse marketplace
Have a vision for what you want to accomplish
Set goals and evaluate
What are other businesses doing with diversity?
Make training interactive and engaging

8. Making Training More Effective
Be proactive with training efforts
Make a real-life connection
Needs to be a motivation to learn
“What’s in it for me?”
Don’t make it generic and theoretical
Use actual experiences
Put knowledge into practice
Know that change will never be immediate
Training will not automatically change workplace culture

9. Diversity Training:
Higher Education

10. Higher Education Statistics
86% of teacher’s in the United States are white (Smolen et al.)
40% of the school population in the United States is considered to be racially and culturally diverse (Smolen et al.)
Students enrolled in College in the United States according to the 2009 government census (20,000,000 – rounded):
White: 15,027,000
Black: 2,889,000
Hispanic Origin: 2,434,000
US Population: 319,000,000 (rounded)

11. Issues with Diversity Training in Higher Education
Higher Education has the overall propensity to be reactive rather than proactive
Need an incident to institute diversity training
Faculty/Staff does not reflect the student population
Strong support from faculty/staff to institute diversity, weak institutional commitment
Instituting diversity training in all departments

12. Addressing the Issues
Integrate the Colleges commitment to diversity in its strategic plan
Buy in and strong support from leadership at the College
Shed light on minorities’ experiences at the College in order to encourage diversity training
Be Proactive rather than Reactive
Diversity Training should be a continuous effort, not just an annual mandatory training

13. Diversity at McDaniel College
Mission and Vision
McDaniel College is a diverse student-centered community committed to excellence in the liberal arts & sciences and professional studies. 
Commitment to diversity is visible on external publications, committed offices, and employment

14. Office of Diversity and Multicultural Affairs (ODMA)
The Office of Diversity and Multicultural Affairs (ODMA) works with McDaniel College faculty, staff, and various student groups to provide and support services to increase multicultural awareness and to facilitate the growth and development of the entire campus community.
ODMA is particularly committed to the academic and personal support of underrepresented students. ODMA offers:
One-on-one counseling
Referral services
Recruitment programs
Mentoring program designed to assist first-year students
Leadership development opportunities
Resource library
Information on scholarships and internships.
Advises culturally diverse student organizations and provides cultural programs and diversity training.

15. Employment
McDaniel College supports equal opportunity in admissions, education, employment, housing, and use of facilities by prohibiting discrimination in those areas based on age, color, disability, marital status, national origin, race, religion or creed, sex or gender, gender identity and gender expression, sexual orientation, veteran status, or any other basis in law. This policy implements state and federal laws (including Title IX); inquiries about it should be directed to the Director of Affirmative Action.

16. Areas for Improvement in Diversity Training
Annual diversity training has not been offered to faculty/staff
Title IX webinar training focuses on harassment, but does little to address diversity in the workplace
ODMA needs to do more to train faculty/staff, not just students
Survey employees to assess their response/feelings towards diversity training
Leadership needs to support diversity training, and encourage staff members to invest in their professional development
Appeal to various learning styles, and offer a variety of trainings

17. Health Insurance Organizations
Diversity Training:
Health Insurance Organizations

18. The Basics Human Resources Philosophy EEO/AA Policy Diversity Vision
Intranet webpage on diversity
CEO statement on diversity
Diversity training for MOP – Manager Orientation Program

19. Human Resources Philosophy
Human Resources is committed to honoring the diversity of our workforce.
(CareFirst, Inc., HR 200.1)

20. EEO/AA Policy States: Policy Purpose Who Applies To Definitions
Illegal Discrimination
Adverse Impact
Underutilization
General Information
Affirmative Action Plan
Reporting Violations

21. EEO/AA Policy (cont.) Procedures Responsibilities Violations
Associate Responsibilities for Reporting Discriminatory Practices/Behaviors
Manager Responsibilities for Reporting Discriminatory Practices/Behaviors
Human Resources Responsibilities Regarding Discriminatory Practices or Behaviors
Responsibilities
Violations
Exceptions
(CareFirst, Inc., HR )

22. Diversity Vision
To be a culturally aware company that reflects the diverse nature of the communities it represents, while maintaining an inclusive, respectful environment which encourages associates to maximize their potential. ABC Company learns from all levels of diversity to be able to identify opportunities to better meet the needs of our internal & external customers.

23. Diversity Intranet Webpage
Webpage includes links to:
Vison
Terms & Definitions
Articles
Recipes
Dates & Events
Online Feedback Form
Diversity Coordinator’s contact information
CEO Diversity Statement

24. CEO Diversity Statement
“Diversity is a journey, not just an imitative, at CareFirst. It is at the heart of the way we do business and influences everything we do from the way we treat our associates to the way we conduct our relationships with our members, providers, vendors and community. In Diversity, we gain strength and we better enable a real connection with the community.”
- Chet Burrell, President & CEO of CareFirst, Inc.

25. Diversity Training
Offered only through MOP (Manager Orientation Program)
60 minute training*
Includes:
Video & introductions
Values
Definition
Company vision & CEO statement
Inclusion
Organizational dimensions
Summarize conclusions

26. Is It Effective? Pros Cons Focus on mostly organizational change
Trainers use range of materials
Linked to bottom-line
Trainees return to supportive environment for application
Needs more emphasis on individual change
Little or no follow-up exists
Training not viewed as long-term
Stand-alone training
Passive support by top management

27. Approach to Diversity & Inclusion
Federal Government
Approach to Diversity & Inclusion

28. Agenda Mission & Vision Diversity & Inclusion Goals
Workforce Diversity
Workforce Inclusion
Sustainability

29. Mission & Vision Mission Vision
Recruit, retain and develop a diverse, high performing Federal workforce that draws from all segments of society and values fairness, diversity and inclusion.
Be the Nation’s model employer by leveraging diversity and fostering inclusion to deliver the best public service

30. Diversity Federal Government Marilyn Loden Ethnicity Gender Age
Religion
Sexual Orientation
Socioeconomic status
Veteran status
Family structure
Where people live
Where they have lived
Differences of thought and life experiences
Abilities
Gender identity
Ethnic Heritage
Gender
Age
Religion
Sexual Orientation
Income
Military/ Work experience
Family Status
Geographic Location
Education
Work /Communication style
Mental/Physical Abilities
Organizational Role
Language
Race
~Canas K. & Sondak H.
A collection of individual attributes that together help agencies pursue organizational objectives efficiently and effectively.
All legally protected categories
Diversity encompasses all that makes us unique, including the diversity of thought and perspective that accompanies our identity.

31. Inclusion Government Inclusion Inclusion
Culture that connects each employee to the organization; encourages collaboration, flexibility, and fairness; and leverages diversity throughout the organization so that all individuals are able to participate and contribute to their full potential.
“Process of promoting a sense of belonging and empowerment by involving everyone and valuing their unique talents and contributions. Belongingness and uniqueness can coexist.”
~Bucher R. D., 240

32. Goals for Diversity & Inclusion
Work Force Diversity-
Recruit from a diverse, qualified group of potential applicants to secure high-performance
Work Place Inclusion-
Cultivate a culture that encourages collaboration, flexibility, fairness for all to contribute full potential
Sustainability-
Develop structures & strategies to give leaders ability to manage diversity , be accountable, measure results, refine approaches

33. Workforce Diversity Recruitment
Collect & analyze data
Variety of geographic regions, academic sources and professional disciples
Recruiting to draw all segments of society including underrepresented using staffing flexibilities and alternative hiring authorities
Universities, trade schools, apprentice programs,& affinity organizations
Involve managers
Student internships from all segments of society

34. Workplace Inclusion Review leadership development programs
Enhance Mentoring
Succession planning

35. Sustainability Include diversity in workforce planning activities
Develop each agency diversity strategic plan with Chief Human Capital Officer, EEO Director, Director of Diversity
Measure diversity efforts and mechanisms for refining plans

36. Conclusion Organizations should:
Understand that diversity training is ongoing
Include diversity training in their strategic plan
Gain support from executive management
Properly educate employees at all levels
Integrate diversity into the organization

37. References
(2011). Best practices for diversity training. Workforce Management, 90(8), 14. Bucher, R. (2014). Preparing for the Future. In Diversity Consciousness (4th ed., p. 240). Pearson Education. Canas, K., & Sondak, H. (2014). Diversity in the Workplace: A theoretical and Pedagogical Perspective. In Opportunities and Challenges of Workplace Diversity (3rd ed., p. 8). New Jersey: Pearson Education. Census.gov. College Enrollment by Sex, Age, Race, and Hispanic Origin: 1980 to Retrieved from: Ewoh, A. (2013). Managing and valuing diversity: challenges to public managers in the 21st century. Public Personnel Management, 42(2), 107 – 122. Ford, R. (2004). Needs assessment helps ensure effective diversity training. Public Relations Tactics, 11(7), 6. Fraser, G. J., & Hunt, D. E. (2011). Faculty diversity and search committee training: Learning from a critical incident. Journal Of Diversity In Higher Education, 4(3), Government-Wide Diversity and Inclusion Strategic Plan. (2011, January 1). Retrieved September 1, Griffin, R., & Jackson, N. (2011). Privilege monopoly: An opportunity to engage in diversity awareness. Communication Teacher, 25(1), 1-6. Hite, L. & McDonald, K. (2006). Diversity training pitfalls and possibilities: An exploration of small and mid-size US organizations. Human Resource Development International, 9(3), 365 – 377. Smolen, L. A., Colville-Hall, S., Xin, L., & Mac Donald, S. (2006). An empirical study of college of education faculty’s perceptions, beliefs, and commitment to the teaching of diversity in teacher education programs at four urban universities. Urban Review, 38(1), Velasquez, M. (2008). Diversity training: Making it work, making it effective. Franchising World, 40(6), 40 – 43.