In order to implement a cultural diversity training program one must get an understanding of how diversity affects an organization. Diversity can be difference in age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, and capabilities or disabilities. When groups of people are of the same gender, ethnicity, age, and or religion, their attitude and behavior are more than likely to be the same. In an organization the employees share the same attitudes or values and will normally react to work situations such as conflicts and new tasks in similar ways. On the other hand if employees in the organization have a difference in their age, ethnicity, and other characteristics, their attitudes, behavior, and responses will be different. Diversity consists of different layers, which are also called dimensions. These layers show how we all differ from each other, how we are identified and how we are influenced. Diversity consists of primary/internal dimensions, secondary/external dimensions and organizational dimensions. Examples of primary/internal dimensions are: gender, age, race, and ethnicity. These are uncontrollable, and influence us. Examples of secondary or external dimensions are: religion, where you live, marital status, and work experience which have a great impact on how we perceive things. Organizational dimensions are influenced by job title, function, work location and seniority (Kinicki & Kreitner, 2009). Methods and procedures for analyzing diversity would be first to inform the leaders of the organization about the change and challenges, the importance of diversity training and how it affects the organization, and implementing the training. The challenges organizations and leaders will possibly face
Some of the main challenges they will be facing are fair treatment and equitability which consists of age, race and gender. Managers will be challenged to achieve fairness by assigning...
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