Ob Case
1. Do you think representation in top management is a fair indicator of the effects of diversity training programs? Why or why not?
Ans. Yes I think representation in top management is a fair indicator of the effects of diversity training programs. “Diversity programs are truly effective in improving representation in management. They include strategies to measure the representation of women and minorities in managerial positions, and they hold managers accountable for achieving more demographically diverse management teams.”
2. Why might one-shot diversity training programs be ineffective?
Ans. There is no strong representation of management in one-shot diversity training programs which make training program ineffective. Moreover one-short diversity program does not have any strategies. Organizations that provided diversity training were not consistently more likely to have women and minorities in upper management positions than organizations that did not which makes training ineffective. One-shot training sessions without strategies to encourage effective diversity management back on the job are not likely to be very effective.
3. What significant obstacles must be overcome to make diversity programs effective?
Ans. Well it is certainly clear that there should be strong representation of management to make diversity programs effective. Proportionally not representation of employees in top management is a significant obstacle which be overcome to make diversity programs effective. Selection system should be more transparent. Providing training for employees who have not had adequate exposure to certain material in past is a significant obstacle. Ineffective communication of organization policies and practices leads to ineffective diversity programs which is a significant obstacle.
4. How could you design more effective diversity programs?
Ans. My effective diversity program involves strong representation of management along with employees. My diversity
Ans. Yes I think representation in top management is a fair indicator of the effects of diversity training programs. “Diversity programs are truly effective in improving representation in management. They include strategies to measure the representation of women and minorities in managerial positions, and they hold managers accountable for achieving more demographically diverse management teams.”
2. Why might one-shot diversity training programs be ineffective?
Ans. There is no strong representation of management in one-shot diversity training programs which make training program ineffective. Moreover one-short diversity program does not have any strategies. Organizations that provided diversity training were not consistently more likely to have women and minorities in upper management positions than organizations that did not which makes training ineffective. One-shot training sessions without strategies to encourage effective diversity management back on the job are not likely to be very effective.
3. What significant obstacles must be overcome to make diversity programs effective?
Ans. Well it is certainly clear that there should be strong representation of management to make diversity programs effective. Proportionally not representation of employees in top management is a significant obstacle which be overcome to make diversity programs effective. Selection system should be more transparent. Providing training for employees who have not had adequate exposure to certain material in past is a significant obstacle. Ineffective communication of organization policies and practices leads to ineffective diversity programs which is a significant obstacle.
4. How could you design more effective diversity programs?
Ans. My effective diversity program involves strong representation of management along with employees. My diversity