Sandra Bledsoe

How To Prevent Sexual Harassment In The Workplace: Everything You Need to Know

Sexual harassment in the workplace is defined as any unwanted sexual advance or behavior in the workplace that produces an intimidating, uncomfortable, or unpleasant working atmosphere. Sexual harassment can occur when an employee is subjected to inappropriate sexual behavior. 

Data reveal that women bring the vast majority of sexual harassment accusations and prosecutions. But it happens in both cases. Sexual Harassment, therefore, is an offense with many layers of gender complication, professional situation and position, and personal bias and morals.

For a good work experience in the company, they must all help by providing a space of openness, comfort, and respect for all female coworkers. All of this is related somehow by an individual, and each house should have an initiator.

 

Why is Prevention Necessary?

Prevention of Sexual Harassment is to be regarded as one of the most important components of policymaking for a firm’s core value.

You have an obligation as a company to keep your workplace free of sexual misconduct. This is a legal requirement, but it also makes excellent financial sense. Allowing sexual harassment to thrive in the workplace will cost you dearly in bad employee satisfaction, poor performance, and penalties.

Sexual harassment is prohibited by the same laws that forbid gender inequality. The primary federal legislation that bans sexual harassment is Title VII of the Civil Rights Act. Furthermore, each state has its anti-sexual harassment statute.

 

Ways to Prevent Sexual Harassment at the Workplace

  • Adopt a clear sexual harassment policy

Adopting a comprehensive sexual harassment policy is an effective way to avoid sexual harassment in the workplace. The goal is to guarantee that sexual harassment doesn’t occur. When it does happen, proper procedures are readily accessible to deal with the situation and prevent it from occurring in the future. Declare unequivocally that you do not permit sexual harassment.

Declare that any offenders will be penalized or fired. Provide a precise mechanism for reporting sexual harassment accusations to declare that you will thoroughly examine any complaint received. That company will not accept retribution against anybody who complains about sexual misconduct.

 

  • Ascertain that employee and employer are aware of what sexual harassment is

It may seem that sexual harassment at work is self-evident, but companies must ensure that employees understand the kind of acts and behaviors that are unacceptable. This is about more than just extreme instances of unwanted physical contact.

It is also critical to educate leaders, supervisors, and employees on more subtle kinds of sexual harassment. These low-stakes actions or statements not only harm professional relationships and team culture, but they may also grow into more severe harassment if left unaddressed.

 

  • Train supervisors, managers, and employee

Specialized training exercises for managers and supervisors should be held at least once a year, in addition to employee sessions. The training courses should teach managers and executives about sexual misconduct and how to handle complaints. Check out the Guidelines for Handling Discrimination and Harassment Concerns and further information on dealing with employee complaints.

Employee training should be done at least once a year. These workshops should explain to staff what sexual harassment is, explain that they have a responsibility to a sexually harassment-free workplace, go over your complaint system, and urge them to use it.

 

  • Respond to complaints promptly and thoughtfully

It’s no surprise that many victims of sexual assault remain silent. The most effective way for an employer to breach the code of silence is to put in place an effective mechanism for addressing charges. Create a tool that allows employees to communicate their concerns in confidence without including the accused harasser in the process of reporting. Take every complaint seriously, and don’t dismiss rumors without providing them with the treatment they deserve.

A company can resolve concerns by holding a staff meeting to go through workplace etiquette norms in certain circumstances. Keep an eye out for activities that are just on the verge of being okay or not okay, and put an end to them even before they worsen. Other issues may necessitate a more official inquiry, the help of outside counsel, and disciplinary action.

 

  • Establish proper complaints channels and raise awareness

Employees should be given many avenues to approach the influential grievance committee and make concerns. The directions must include Informal means of addressing complaints since workers address many problems successfully and favorably.

Educating is by far the most effective way of mitigation. Those who are conscious of potentially harassing behaviors are less likely to engage in such behavior and are more likely to recognize harassment. This brief survey will assist employees in determining their perspective of workplace sexual harassment.

 

  • Appoint dedicated personnel to review any allegations

81% of females have been subjected to sexual harassment at some point in their lives. Almost three-quarters of those polled have been mistreated by a superior in their organization. Ascertain that the workplace has a committed staff person responsible for responding to any accusations of sexual harassment.

In a medium and small company, this is usually an HR person; however, in a big organization, there ought to be a member of staff committed to dealing with any complaints employees have (including all areas rather than just the area of harassment).

 

  • Resolve matters appropriately

As businesses consider ways to avoid sexual harassment, it is critical to remember that these internal reporting systems are meaningless if the corrective and remedial procedures are ineffective. Victims will cease coming forward if complaints are not taken seriously, and offenders will not fear repercussions for their conduct if complaints are not taken seriously.

Depending on the severity of the harassment, remedial procedures may include a reprimand, training sessions for the offender, or both. A modification in working arrangements or a straightforward termination. 

 

  • Report any concerns immediately

If you believe someone in your organization has been improperly behaving toward you or if you do have concerns about a coworker, express your concerns as soon as possible. Approximately 72% of victims of professional sexual misconduct do not disclose it.

Your company’s policy should emphasize the significance of secrecy so that you may express your concerns without fear of repercussions such as docked pay.

 

  • Legalese should be scaled back

Just as negative message fails to resonate with employees, a heavy focus on sexual harassment rules and regulations may be a swift deterrent for employees. These concerns must be addressed for compliance purposes. However, they do not have to be the primary basis for your sexual harassment avoidance management and development initiatives.

Focusing on professional, polite behavior, on the other hand, is more likely to engage and persuade employees and supervisors than focusing on discovering legal breaches. As a result, although legal compliance information is needed by law, balance it with extra information and examples representing a stricter threshold: your business’s beliefs, principles, and philosophy.

While no company likes to accept that sexual harassment at work is a problem in their company, the sad fact is that it is all too often nowadays. Reports in the media also seem to emerge nearly daily, as one firm or notable individual at such a time becomes the center of news that may do significant harm to their brands (both from a consumer and staff side), among other devastation.


Sandra Bledsoe

How To Create An Inclusive Work Environment: Everything You Need to Know

A diverse workforce is a more productive one. Companies that accept and appreciate individuals from diverse backgrounds enjoy the benefits of innovation and growth, a strong business culture, enhanced employee productivity, and much more.

 What is an Inclusive Environment?

According to Latinos at Work, 59 percent of Latino men and women experienced professional slights and snubs. This figure rises to 67 percent when only Latinos are included. But diversity isn’t the same as inclusivity. 

Consider inclusion to be the next step in effectively supporting a multicultural workplace: It all boils down to building a welcoming and inclusive atmosphere for all employees. According to the same report, 63 percent of Latino people and women do not feel supported and included at work, do not feel welcomed to express their views, and do not feel confident that their thoughts are heard and respected.

While inclusion helps us feel good, inclusive workplace environments provide many more advantages than a nice feeling. As a result, they make good commercial sense. According to Deloitte, inclusive workplaces are 6X more likely to be productive and have 2.3X the cash inflows per staff than non-inclusive companies over three years.

Why Is Inclusion in the Workplace so Important?

The answer to this question is different.

For starters, as humans, we should constantly support one another. Open-mindedness can only lead to forward-thinking relationships, whether we’re talking about workers, persons in positions of authority, or your business partners. Employees who feel included are more likely to be constructive contributors to the organization. Better levels of employee involvement lead to higher levels of performance, loyalty, and ultimate corporate success. 

Ways to Make the Environment More Inclusive

  • Leadership and inclusivity

There are several reasons why American workplaces must adapt. Still, one of the most important is that the country is changing based on demographics, as a recent U.S. Bureau study demonstrates. As a result, businesses want diverse executives who represent the evolving economy.

Firms that were classified as favorite places to work scored 75% better for maintaining an inclusive culture. Why is this so? Because leaders that understand how to foster an inclusive atmosphere regularly create a better working environment for all employees, irrespective of backgrounds.

  • Make inclusion a part of your basic principles.

A company should already make it a practice to regularly evaluate its fundamental principles, especially during significant change times. If the core values do not already include a declaration on inclusive culture, get management approval to design and execute one.

To get as much value for your money, seek recommendations and input from all staff, especially if your management and HR teams aren’t highly diverse. The other viewpoints may assist you in filling in a gap you’ve overlooked and obtain critical top-to-bottom analysis.

  • Use inclusive language as an example

By living the walk and talking the talk, an HR professional may be a substantial change agent. Practice inclusive language in all professional conversations. Understand and then use the correct pronouns for your business’s workers. Identify someone’s relationship as spouse or partner rather than the gender-specific husband or wife (particularly if you don’t know their gender). Always exercise extreme caution while using derogatory words. If you do, make a proper apology and undertake the necessary work to avoid making the same mistake again.

  • Support and celebrate your employees’ differences

What’s the next step once you’ve learned to connect with your staff with an open mind? It’s simple: it’s a celebration! It’s nice to be heard, but it’s even better to be applauded. So encourage your team members to share their customs with the rest of the group. This is quite beneficial since everyone will learn more about everything.

Here are some suggestions for diverse cultural celebrations. 

  • Assemble a team to establish a calendar of culturally important festivals, events, and other occasions and observances before the start of each year. 
  • Establish a committee of persons from various backgrounds to guarantee that the calendar is filled with diverse observances and to drive festive preparations. 
  • Those team members should function as point persons, but all individuals should be asked to offer new or current activities. 
  • Creating a shared document that is available to all employees encourages internal collaboration and transparency.

 

  • Recognize bias

No matter how well-prepared people of color are, they will not be able to take their place at the table until those already seated allow them to do so. Companies can take initiatives to achieve this. One global corporation, for example, created a leadership program that places high-potential employees on the managerial pathway and focuses on the executives who choose the applicants.

Supervisors learn to understand and manage their impulses to appoint people who are similar to themselves during debasing training instead of recognizing exceptional diversity prospects. Employees of color who take part in this indicate feeling more engaged and better positioned for growth chances. 

  • Make safe zones

Many businesses have already done an excellent job of encouraging non-binary and genderqueer inclusiveness by offering gender-neutral toilets. Consider creating such a location if your business has not already. Employees may feel uneasy arguing for themselves, but supervisors who know their reports’ capabilities and needs may express these to management.

Consider additional workplace demands for privacy and safe places, such as nursing facilities for new moms, prayer or meditation rooms, and calm workplaces for staff who may be overwhelmed or overstimulated by open space layouts. Partner with management to learn something about the teams in order to grasp the requirements of everyone at your firm completely.

  • Encourage a culture of recurrent check 1-on-1s

These aren’t simply for making suggestions at the moment. They are also chances to create trust. And trust is essential for open discussion, which allows staff to honestly communicate their wants — or address issues they may have in your company (particularly individuals of sensitive nature).

If your company does not already have a culture of continual feedback, continue on! It has the potential to improve the employment experience significantly.

  • Provide sponsorship programs

Corporations such as Amex and Bank of America have devised programs that assist females and people of color advance by matching them with more knowledgeable sponsors who assist them gain experience not only in their first weeks or even months on the job but over time. According to the findings, a mentor’s guidance is insufficient; a sponsor’s passionate advocacy makes all the difference.

Women who claim they have sponsorships are 81% more likely to be happy with their career advancement than those who do not have sponsorship.

Developing an inclusive workplace culture that values diversity and inclusion is not only a good approach to enhance employee happiness and participation, but it is also an asset in your organization’s business. It is critical to elevate the voices of people of color and remove institutional impediments to their success if companies are to expand and prosper today and in the future. 

To do so, corporate leaders must confront the persistent undertow of prejudice that impedes their ability to execute their jobs. We must release all talent while increasing profit, equality in the workforce, and a more happy world.


Sandra Bledsoe

Types Of Bias In The Workplace: 11 Biases You Should Know

Bias in the workplace usually refers to an unequal preference or preconceived impression about a person or an object that one owns as a result of a variety of social influences. A personal preference is referred to as “bias.”

There are numerous types of workplace bias, some of which are stated below:

  • Confirmation Bias

The tendency to develop conclusions about a situation or person based on your own preferences, views, and prejudices rather than objective data is known as confirmation bias. Confirmation bias can be troublesome in the hiring process when you’re perusing a resume and generating an initial impression of a prospect based on facts like identity, background, etc. This perspective can accompany you throughout the interview, leading to questions that confirm the candidate’s first impression.

  • Affinity Bias

Similarity prejudice, also known as affinity bias, is the tendency for people to connect with others who have similar interests, experiences, or backgrounds. Affinity bias is most likely at work when organizations employ for “cultural fit.” 

When hiring teams meet someone they like and think will fit in with the group, it’s usually because they share similar interests, experiences, and backgrounds, which doesn’t help your team expand and diversity. While similarities should not inherently reject a candidate, they should never be used to make a decision.

  • Hindsight Bias

Hindsight Bias, often known as the “knew-it-all-along” phenomenon, describes our tendency to convince ourselves that we predicted an event before it occurred. This isn’t always the case, though. This leads people to believe that they can properly foretell events. After an occurrence, we reorganize our ideas and make it appear as if we knew how everything would come out all along.

  • Availability Heuristic

Our predisposition to cling to the knowledge and ideas we already have has an impact on our decision-making. They make decisions based on the knowledge that they can recall quickly. Even if the data is incomplete, they make decisions based on it because it is readily available. HR professionals are frequently required to make hasty choices. They may be impacted by the knowledge their brain can recall at the time while doing so. For example, if HR is tasked with resolving a workplace issue, they may instinctively take sides based on recent occurrences when each scenario should be handled separately.

  • Anchoring Bias

Anchoring bias is a heuristic that occurs when people make decisions based on a limited amount of information. The initial piece of information we get serves to ‘anchor’ us to a particular conclusion. Our first perceptions and thoughts are given far more weight than they deserve. This prejudice then has an impact on all of our following decisions. 

The anchoring can be as simple as a coworker’s suggestion. When we stereotype a person based on their ethnicity, accent, or origin, they can be discriminated against. The anchoring bias is a perilous interpretation of the first impression as the last.

  • Halo Effect

Employees who perceive other colleagues as better or worse than them are said to have this effect. When employees learn knowledge about their peers, this can happen. If the knowledge is related to achievement, this colleague will be regarded favorably. However, if a coworker has an unusual personality trait, like a quirk, that individual may be seen differently.

  • The horns effect

The horns effect refers to people’s predisposition to develop a negative opinion of another person after discovering something unpleasant or negative about them. The horns effect, which is the polar opposite of the halo effect, can force recruiting teams to eliminate candidates based on a trait that is incompatible with the team’s preferences. 

This might be anything as insignificant as the candidate working for a firm you despise or exhibiting a peculiar trait or mannerism during the interview. Even though it’s a minor aspect that may or may not be relevant, such characteristics can completely change your opinion of a candidate.

  • Contrast effect

When you compare two or more things you’ve come into contact with — either simultaneously or one after the other — the contrast effect occurs, causing you to exaggerate the performance of one in comparison to the other. This one is a bit of a stretch, but it’s also one of the most widespread forms of bias in the recruiting world. It’s easy to compare one application to the next in the stack and determine which one is better than the other when you’re analyzing a large number of applicants. 

An excellent interview with one candidate may make the next candidate appear awful.

  • Bandwagon Effect

Many people are conformists, adopting the ideas, attitudes, and ideals of their peers. Furthermore, they are more likely to agree to things because everyone else is. The bandwagon effect has an impact on the company since it makes rational decision-making more difficult. Consider a situation in which management must make a critical decision. 

The majority of the managers are in support of one option. Some people have real reservations about it, but because of groupthink, they may not speak up. The bandwagon effect generates a negative feedback loop in which more people join the bandwagon because their decisions are easily influenced by others’. 

  • Decline Bias

This form of cognitive bias occurs when people have a rosy view of the past and a pessimistic view of the present. For example, you may have heard elders state that things were better when they were younger, and that morals, ideals, and behaviors are declining over the world. This could be owing to the human brain’s proclivity for keeping good memories over unfavorable ones. 

Another factor could be that we console ourselves in difficult times by focusing on how horrible the circumstances are rather than the issues themselves.

  • Ageism

The inclination to develop negative thoughts about another person based on their age is known as ageism in the workplace. Ageism affects older people more than younger individuals, especially in American companies. When people reach their 50s, 58 percent of workers begin to notice ageism. 

Employers tend to value younger people more and more at that stage, making it more difficult to change careers, obtain work, or advance in their professions – even though experience and knowledge are vital skills for any successful organization.

Analysis of nonverbal communication features such as body language and allowing them to influence a choice or opinion is known as nonverbal bias. Nonverbal prejudice might creep in when you meet a candidate for an interview (whether in person or remotely). It’s easy to misinterpret a weak handshake, folded arms, or difficulties maintaining eye contact as apathy, overconfidence, or an overall unpleasant attitude. It’s crucial to realize that how someone goes through the world has nothing to do with their genuine intentions whether they’ll be a good fit for your team.

There are a variety of ways to minimize bias in the workplace, and one of them is to start a bias-focused training session. Anti-Bias training (also known as unconscious bias training) aims to educate people about their hidden prejudices. Individuals will learn how to adjust their natural thought processes and finally eliminate discriminatory behavior as a result of these sessions. Unintentional, deeply rooted, universal, and able to impact behavior, implicit biases are taught prejudices.


Sandra Bledsoe

Inclusivity Training: Everything You Should Know

Inclusivity or inclusion training is a form of corporate training for employees, supervisors, and employers. It aims to inculcate togetherness in organizations. Inclusivity training teaches employees to work and collaborate with different abilities, races, backgrounds, sexual orientations, caste, identity, and sex. It helps employees unlearn unconscious bias and promotes equity at the workplace.

While most organizations today actively hire and encourage a diverse workforce, discrimination persists. Working effectively with people of different backgrounds can often result in a hierarchy. For instance, women are making progress in the workplace. However, women of color have a long way to go. Women of color in the US represent only 4% of C-Level positions in 2018. This is lower than both white men (68%) and white women (19%).

Discrimination at the workplace stems from multiple reasons. In such cases, having a diverse workforce is not enough. Diverse workforces often result in the alienation of marginalized groups. It can also lead to microaggression at the workplace.

 

Diversity Vs. Inclusion: How do they differ?

Although often used synonymously with diversity, inclusion has a different meaning. Inclusivity refers to the behavior and actions of employees who make marginalized groups feel welcome. It also refers to any steps taken by the company which can promote inclusion at the workplace.

Diversity, however, refers to the traits, identity, and characteristics of a person. Even if an organization has a diverse workforce, it can still perpetuate discrimination. This can eventually lead to the creation of toxic work culture. Inclusivity, on the other hand, acts as a bridge for better employee engagement.

The US is one of 81 countries that prohibits discrimination in the workplace due to sexual orientation. However, 20% of LGBTQIA+ employees have faced discrimination. Of these, 32% were LGBTQIA+ people of color. 22% of LGBTQIA+ employees have received lower wages than their peers.

Statistics make it evident that diversity is not the end goal of an organization. While companies have improved their policies, it is not enough to make the workplace inclusive. Inclusivity is an intention that is included in policies. It fills the loopholes left by diversity in the workplace.

 

8 ways you can make your workplace inclusive

  • Feeling valued at the workplace

Inclusiveness stems from feeling valued. It creates a strong sense of commitment in employees. Inclusivity boosts the morale of employees. It promotes a sense of belonging in the workplace. Inclusive workplaces create a safe work environment. Employees need to introspect their behavior to identify unconscious bias. 

  • Inclusive recruitment programs

Any workforce recruitment is the key to promoting inclusivity. Human resource professionals need to be more informed about inclusive recruitment programs. Inclusivity training could be imparted to recruits during onboarding. Making recruitment marketing campaigns is a huge part of promoting inclusivity. For instance, using diverse models for marketing creates a positive image for the brand. This attracts top-tier talents from across the globe. 

Job descriptions can be destigmatized as they can be a vehicle for unconscious bias. New HR policies can be implemented to spread awareness about inclusivity at the workplace.

  • Report non-inclusive behavior

Addressing discrimination at the workplace is the first step towards inclusion. An organization must be prepared to handle non-inclusive behavior. This can involve offensive language, gestures, and actions. Non-inclusive behavior might be unintentional. For instance, commenting that the hairstyle of Black women is unprofessional. It might result from deep-seated bias or a sense of entitlement. 

For example, if a superior force advances on a junior. Non-inclusive behavior can also result from wage gaps. Hence, encouraging employees to report non-inclusive behavior is an important step for firms. It shows that the firm accepts its accountability for the problem. 

  • Delegate leadership roles

Most companies do not realize that diversity is not a checklist for accountability. This is why there is a hierarchy in the workplace that privileges a certain background. In several cases, the company might hire more women. However, it does not encourage women to become leaders. This makes diversity and inclusivity a pipeline dream for companies. 

Encouraging employees of all backgrounds to take leadership roles boosts business growth. It empowers employees and opens fresh perspectives during the brainstorming process. 

  • Rethink company policies

Obsolete company policies can do more harm to the company. It is important to keep updating company policies to make them inclusive. This includes changing the language and adding all pronouns to official documents. The company can also hire a chief diversity officer to help with D&I initiatives. 

  • Sensitize managers to unconscious bias

Managers need to be sensitized to issues of discrimination. Very often, discrimination requires quick action. In such a case, the manager must be trained to resolve any conflict. Managers and superiors need to know how to investigate such matters. Moreover, teaching managers to identify bias promotes inclusivity. This involves a thorough understanding of both explicit and implicit bias in the workplace. 

Furthermore, managers should be taught to introspect their behaviors. Inclusivity training for managers is especially crucial. This is because managers are usually in a position of power and can take action.

  • Measure progress

Inclusivity is a long-term goal. It cannot be changed overnight because of institutionalized discrimination. It is therefore important to measure the progress of inclusivity at the workplace. This could include tangible results such as delegating better high-value work to marginalized groups. Or participation of more employees in brainstorming, problem-solving, and executive decisions. 

Watertight policies that make non-inclusive behavior a punishable offense are another way of measuring progress. Moreover, one could also renovate the office space by incorporating Inclusive Design. Reducing ableist culture at the workplace is another milestone for an organization.

  • Inclusivity training at the workplace

It is difficult for companies to tackle inclusivity problems. Discrimination can be overt or unintentional. This makes it difficult to identify non-inclusive behavior at the workplace. An inclusivity training program will engage experienced counselors. It enables employees to protect their civil rights at the workplace. 

 

How Inclusivity Training Helps Your Workplace?

Since the world is a global marketplace, having a diverse workforce is a necessity. It opens borders across nations and helps tap into a wider talent pool for organizations. However, inclusivity is just as important. Most organizations do not focus on inclusivity training. It is, however, pivotal to the working of an organization.

Inclusivity training can effectively boost business. It improves both employee morale and productivity, which improves performance. Inclusion training reduces feelings of isolation in marginalized groups. This consequently reduces absenteeism at the workplace.

Here is how inclusivity training can help your business:

  • Protects the civil rights of employees.
  • Converts apathy into empathy at the workplace.
  • Inclusivity training creates equal opportunities for all employees.
  • Inclusion training increases employee morale and improves employee satisfaction.
  • Boosts employee productivity and reduces absenteeism.
  • Encourages bystander intervention to minimize discrimination.
  • Inclusivity training helps with employee retention.
  • Improves the image of the company.
  • Reduces the risk of lawsuits.
  • Improves teamwork and collaboration among employees.
  • Boosts creativity and innovation in employees. 
  • Inclusion training is pivotal for the equal participation of employees.

Inclusion training is indispensable today for organizations seeking to expand globally. Organizations cannot get away by checking the diversity card. Their responsibility and accountability extend to safeguarding their employees at the workplace. Inclusivity training empowers employees and boosts commitment. This improves the company’s performance and scalability. Thus, inclusivity training is a win-win situation for both employers and employees. 


Sandra Bledsoe

Diversity Training: 7 Essential Topics for Diversity Training

The diversity training topics are subjects and concepts that are included, utilized, and explained in a diversity training program. These varied subjects aim to ensure that the diverse employees that are present in the team can acknowledge and overcome the differences that exist between them.    

Diversity training is the series of structured learning processes and practices that are implemented in a workplace so that the employees can learn to realize the differences among themselves based on their social background, education, and other such factors. The training process guides them on how they can acknowledge these differences, embrace diversity, and encourage the viewpoint and involvement of each employee, irrespective of their social position or background. 

Diversity and inclusion have become critical issues that organizations need to address. Not only 57% of employees have reported that they believe their company should be more diverse, but practices that encourage diversity among the employees have proven to enhance the team’s productivity as well.

However, having a diverse team does not automatically ensure that the company will gain a varied perspective on problems and more effective solutions. Along with diversity, the workplace should employ inclusion in their teams as well. Inclusion is the process through which people from different backgrounds are made to feel welcome in the workplace environment. Through inclusion, individuals are valued and respected such that they engage with the team actively and feel safe to share their thoughts. 

 

Why is Diversity Training Important?

Diversity training at workplaces is essential to make sure that people can realize the unconscious bias that they might have. Through well-developed training, the concept of cultural competency can be brought forward so that the employees can better accommodate each other. 

Here are some of the benefits that one can observe among their employees by providing an inclusive and successful diversity training program. 

 

  • Raises awareness

Not everyone in the organization might be aware of the meaning and problems that are included in diversity and inclusion. Along with that, people may face some issues while exercising inclusion in a workplace environment. 

With a tailored diversity training program, the employees can understand the importance and impact of diversity at workplaces. The training will also help normalize the concept and encourage discussions among the employees so that they can reassess the current situation and find the issues that exist in the current workplace situation. 

 

  • Safe space 

When people begin to understand what the current system lacks concerning diversity and inclusion at workplaces, they will make efforts to overcome the limitations. The training guides them on how the employees can create a safe space for each other so that everyone can share their opinion feeling safe and valued. 

The diversity training program can educate the employees regarding sensitive topics so that they can understand their peers better and create a strong bond with the employees in their team. The training also encourages employees who had a poor experience of diversity and inclusion at the workplace and ensures that their opinions are valued. 

 

  • Encourages the Bottom-Line 

With a safer environment, the training can potentially increase employee engagement and develop trust among the employees towards the organizations. Thus, the training program benefits the company by increasing the productivity of the employees.

Also, with different perspectives through which a problem can be handled, there will be more room for innovation and a better decision-making process. These aspects boost the bottom line of the organization. 

 

Essential Topics to be Included in Diversity Training

Though each organization will find that they need different aspects to be included in their diversity training, some topics must be incorporated in the training outline. These topics are essential to understand the basic concept of diversity, inclusion, social differences, and how it affects the workplace environment. 

 

  • Generational Diversity

Generational diversity refers to the age difference between the employees. At any workplace, there can be people belonging to three generations working at different posts. These three generations, that is, Generation X, Millennials, and Generation Z, have immense differences in their communication methods, viewpoints, and processes to handle any problem. 

The training can help the employees understand that instead of stereotyping the generation, they can better understand each other’s perspectives.

 

  • Diversity and Inclusion

Employees may understand the meaning of diversity in the workplace. However, they may be unable to understand the difference between diversity and inclusion. The employees may accept their peers with different backgrounds, but they might not make them feel included. Feeling involved in the team is the basic idea of inclusion. 

The training can guide them through the methods they can adapt to the differences and boost the performance of the team. 

 

  • Intentional Inclusion 

Intentional inclusion is the process through which such plans are formulated that can induce positive changes. Through modules, sessions, and handouts, the concept of inclusion can be explained. However, the employees need to have a practical approach through which they can take the required steps to make their peers feel included. 

Through the topic of intentional inclusion, the employees can understand what they need to do to make progress and make the environment more inclusive.

 

  • Racism 

The diversity training aims to tackle sensitive topics so that all the employees are well-informed and educated. Companies can inculcate a supportive workforce where different opinions, experiences, and perspectives are valued. 

The training program need not include the adverse effects of racism. It should tackle the topic on a positive note to instill the idea that the workplace has no space for racism. 

 

  • Stereotypes 

A stereotype is a fixed thought about a particular group of people. People may judge others based on the stereotypes that have been established in their minds. Stereotypes in a work environment can hinder the workflow as they generate conflicts and negative situations. 

Diversity training can bring forward such stereotypes and train the employees regarding the methods they can follow to cope with such situations. 

 

  • LGBTQIA+

People may know the meaning of the acronym; however, they may not be aware of the problems faced by belonging to the community to gain equal rights at workplaces. 

The diversity training program can present this sensitive topic such that the employees can understand the difference in life choices and forms of expression. 

 

  • Unconscious bias

One of the most common diversity training topics is unconscious bias. It is included in most programs because it cannot be recognized by assessing the workplace from the surface most of the time. 

Unconscious bias includes ideas that someone who dresses well, looks a certain way, or has a certain education is better or safer than those who do not. Such bias can hinder the growth of inclusion in workplaces the most. 

Diversity training should be developed such that it addresses the issues that are observed in a particular workplace. However, some topics that generally exist in society need to be mentioned through the program to ensure that all the employees have the same definition and understanding of these concepts. 


Sandra Bledsoe

Sensitivity Training For Managers

Sensitivity training for managers is a corporate group training that helps managers and employees develop more awareness about their roles in the group. It aims to bring peace among the managers and their employees. Sensitivity training for managers helps them become better leaders in an organization.

The need for sensitivity training for managers has increased with growing multiculturalism at the workplace. However, despite steps taken by firms to ensure inclusion in the workplace, 41% of managers are “too busy” to execute such policies. 79% of employees believe that their company is diverse, and only 20% want to hire women in leadership roles.

Sensitivity training for managers helps to address bias at the workplace. It prepares them for any incidents of discrimination and makes them better leaders. Sensitivity training for managers shows that the organization upholds its accountability. It creates trust among employees as the organization takes a step towards an inclusive workplace.

 

What is Sensitivity Training for Managers?

Sensitivity training for managers improves the dynamics between employees and managers. It teaches managers to be more empathetic and informed. For instance, sensitivity to disabled employees helps managers make informed decisions to make them feel welcome.

Sensitivity training is especially helpful in the prevention of discrimination. Managers are authoritative figures in an organization. By being prepared for any microaggression or offensive behavior, managers can prevent the violation of civil rights.

The origin of sensitivity training can be traced back to 1914. J.L. Moreno developed the ‘psychodrama’, which would pave the way for group training sessions. The technique was developed by Kurt Lewin and Ronald Lippitt in the 1940s. Lewin is credited with organizing the first training group. The results were satisfactory as they shed light on both individual and group behavior.

Globalization has compelled organizations to hire a diverse workforce. The 2020s saw the rise of social media activism, which furthers the cause of diversity and inclusion at the workplace. This has created a need for better leadership roles at the workplace.

Sensitivity training for managers involves intensive group discussion and interaction. It increases awareness amongst managers and improves human resource management. Even though organizations claim to be diverse and inclusive, only 14% of HR managers believe in boosting LGBTQIA+ awareness and sensitivity in the company. This dismal number suggests that having a diverse workforce is not the only goal for organizations. 

The responsibility of an organization extends to creating a safe work environment. Without awareness, an organization cannot expand globally. 

 

How can Sensitivity Training for Managers help your Organization?

Sensitivity training for managers is pivotal for the growth of an organization. It opens new opportunities for organizations and helps prevent discrimination. It is a useful strategy to increase employee commitment and productivity. Moreover, sensitivity training for managers improves the brand image. It creates a positive image of the organization and attracts top-tier clients. 

Here are 6 reasons why sensitivity training for managers is important in 2021:

 

  • Increases employee morale

Sensitivity training for managers is a positive step. It suggests that the organization is invested in the well-being of employees. It improves interpersonal communication at the workplace and boosts the morale of employees. High employee morale will increase commitment towards the organization. It also acts as an enabler of employee empowerment. This will reduce absenteeism and boost productivity. A business can significantly improve its performance through better awareness.

 

  • Better decisions by managers

Unconscious bias is a result of systemic oppression. This can occur in both employees and managers. However, unconscious bias is more dangerous in managers as it can significantly impact the lives of the employees. Consequently, unconscious bias in employers can impact the organization. The training for managers makes them more aware of social and cultural differences. It increases empathy and helps them make better decisions. 

For instance, the hairstyle of Black women is often considered unprofessional at the workplace. However, this comes from unconscious bias and can be abolished by an informed manager.

 

  • Enhanced communication

Sensitivity training for managers enhances communication between managers and employees. Sensitivity training helps managers understand the nuances of communication. This includes both verbal and nonverbal communication. 

For instance, an informed manager will be more aware of the implications of misgendering a person. They will ensure that the company policy is updated with appropriate pronouns and names. Since sensitivity training for managers is also based on feedback, it will help the organization measure the progress in the workplace.

 

  • More jobs for the underrepresented

While women are hired more today, women of color still have a long journey ahead. The reason is bias and stereotypes, which are still prevalent in the workplace. By educating managers through sensitivity training, one can improve the job opportunities for the underrepresented. Managers can help improve the recruitment programs. 

Sensitivity training for managers helps to create equal work opportunities for the marginalized. It promotes equal pay and accessibility to resources at the workplace. Problems like the wage gap can be minimized.

 

  • Increased employee participation

Sensitivity training for managers allows them to come up with fresh perspectives. They learn to include more employees in the decision-making process. It boosts innovation and creativity at the workplace as employees can participate in the brainstorming process. Diverse perspectives help an organization with better decisions. It directly impacts the progress of the organization. Sensitivity training for managers also gives them the strength to tackle against discrimination. 

Employees get the freedom to speak up, raise questions and concerns and report non-inclusive behavior at the workplace. Moreover, employee participation also helps employees feel valued. Sensitivity training for managers can therefore help to make a business scalable. 

Sensitivity training for managers helps in the progress of the organization since it boosts their commitment to the organization. Thus significantly improve the revenue of a business. It is an essential step towards creating progress and equity in the workplace. 

 

Goals of Sensitivity Training for Managers

Sensitivity training originally began with the discovery that emotional interaction with strangers was a possibility. Today it has become a method for teaching effective work practices to managers and employees.

Sensitivity training for managers focuses on three elements: feedback, here-and-now orientation, and focus on the group process. It aims to achieve greater social sensitivity at the workplace.

The following are the 10 goals of sensitivity training for managers:

  1. Improve the dynamics between employees and managers.
  2. Protect employees from violation of civil rights at the workplace.
  3. Increase bystander intervention and minimize incidents of bias.
  4. Increase employee interaction with managers.
  5. Help managers make an informed decision regarding discrimination policies.
  6. Create an empathetic and safe work environment.
  7. Increase social sensitivity at the workplace.
  8. Create an equitable work environment.
  9. Increasing awareness in the workplace.
  10. Help managers unlearn problematic behaviors.   

 

This kind of training is an effective recourse to bias. Even diverse workforces succumb to discrimination and alienation. Sensitizing and authority to differences shows that the company takes its responsibility seriously. It encourages managers to convert their apathy into empathy and safeguard the rights of their employees. 

The expansion of social media has made the world a global marketplace. Without sensitivity training, no company can hope to capitalize on this global marketplace. Sensitivity training for managers opens opportunities across borders and is thus indispensable. 


Sandra Bledsoe

Diversity Workshops: Everything You Should Know

A diversity workshop is a comprehensive training program that aims to introduce ideas of diversity and inclusion in the workplace. The need for this kind of program has seen a drastic increase as there is an influx of racial and ethnic diversity in the present work culture. 

The structure of a good diversity workshop is carried out in a manner that will provide the benefits of creating an inclusive workspace. In addition to this, the program will also contain a rundown of possible strategies that can be implemented. 

At present, a typical American office situated in metropolitan cities houses some of the most diverse individuals having different life experiences altogether. This can greatly affect the way they function and interact with co-workers. Therefore, it becomes clear that the company’s productivity as a whole relies on how employees work together. 

Any friction that may be present due to underlying reasons will become evident if employees are unable to work together. Keeping this in mind, companies turn to diversity and inclusion training to welcome all the different characteristics of their human resource. 

 

Types of Diversity Workshops 

Diversity workshops are designed under several factors and may even differ depending on the needs of the company. These factors include the duration of the workshop, content to be added, the size of the company as well as the industry that the company is present in. 

In addition to traditional techniques, there are two common types of training that are in use at the moment: 

 

  • Microlearning

This is a more traditional approach to diversity training. The basis behind this workshop revolves around the process of compiling the training into small and easier-to-digest segments. This allows an employee to understand the topics better and subsequently be able to adopt the changes that are made. Therefore, aspects like the definitions and objectives become easier to remember. 

 

  • Gamification

Another way to give a program more value involves the introduction of gamification. According to this method, the process of training will incentivize the engagement that participants show during the training period. In other words, the employees that react more positively to the policies and ideas are encouraged using certain incentives. Therefore, by introducing this method, there are chances that the employees will learn to work together irrespective of their differences. 

 

Topics Discussed in a Diversity Workshop 

A good diversity workshop will include a variety of topics to give an employee the most comprehensive picture of ideal workplace behavior. However, most workshops exclude topics like sexual harassment and other specific topics. 

 

Therefore, the topics covered in a typical diversity workshop include: 

  • International Inclusion: This topic involves creating action-based plans that will result in positive changes in the workplace. In other words, it outlines the efforts that an employee will have to put in an inclusive workplace. 
  • Microaggressions: Microaggressions refer to the offensive action that is targeted at marginalized people. These tend to go unnoticed by HR professionals if they are not properly trained. 
  • Racism: Although the more obvious racist aspects of a company may have been eradicated, there are still subtle remnants left. Therefore, the program will make the employees aware of these remnants. 
  • Common Stereotypes: The presence of stereotypes is subtle, but it has lasting implications in the grand scheme of things. The workshop will look to enlighten potential stereotypes that one may have and help to break them down. 
  • Implicit Bias: Implicit bias refers to the preconceived notion that an individual may have towards another employee for the innate attributes they possess. The presence of unconscious bias in the workplace can be detrimental to the harmony that may have been present in the workplace. 
  • Bystander Intervention: Bystander intervention training refers to helping co-workers stop or intervene in situations that display inappropriate behavior. This can greatly contribute to the reduction of sexual harassment. 
  • Culture Diversity: One of the main purposes of the diversity training program is to educate employees about other cultures. This can help to reduce prejudices and make employees have an open mind to cultures around they are exposed to. 

 

What to Look for in a Diversity Workshop? 

An effective diversity workshop will involve factors that go further than the content it provides. It would involve the following features as well: 

 

  • Outline Definitions

The first aspect that a program should possess is clarity in the ideas that it is putting forward. This includes defining terms like diversity, inclusions, sensitivity, and so on. Thus, an employee is capable of becoming more aware of their actions. 

 

  • Create a List of Objectives

By disclosing the goals and objectives of the training beforehand, a participant will know what to expect from the training as a whole. 

 

  • Includes Employees from Every Level

Some training programs tend to cater to managers or even exclude managers in some cases. However, a good diversity workshop will make sure that it caters to every employee from the highest to the most recent recruit. 

 

  • Encourages Discussions

Finally, the workshop should look to make lasting changes to the dynamic of the workplace. This includes the creation of better and more inclusive policies and even diversity committees. 

 

Top 5 Diversity Workshops 

Given the number of diversity workshops available at the moment, companies are now spoiled for choice when it comes to choosing a workshop. To make these matters a tad bit easier, here is a list of the top 5 diversity courses. 

 

GetImpactly

This diversity training program makes it a point to be as comprehensive as possible. All the topics mentioned above are covered in a manner that is easy to grasp and encourages subsequent fruitful discussions later. The online program is designed by experts and has been previously used to train employees belonging to reputed establishments. 

 

HRDQ 

The workshop created here is a three-hour program that possesses gamification features. It encourages engagement from employees through a variety of incentives. It is also a perfect option to train smaller groups of up to 25 to 30 participants. Therefore, larger companies can opt for the microlearning characteristics of diversity training. 

 

Compliance Training Group

This group first started training employees in 2002. What sets Compliance training groups apart from the form of every other training program is that it is affordable. The sensitivity and inclusivity training program that it provides training for an affordable price of around $30 per employee. The programs are accessible to an employee 24 hours a day. 

 

ECornell

This is an online platform that was created by Cornell University. The diversity training program is one of 80 training programs present on the platform. This program specifically targets the employees present in a state of authority as well as HR personnel. Thus, it gives an HR team the resources that they may need to educate their co-workers. 

 

Media Partners 

This training company was founded in 1993 and has been a leading provider of workshops on diversity training since then. The Diversity 101 program created by Media Partners covers everything from inappropriate behavior to sensitivity training. The best part is that the program is only 36 minutes long and can be used for future meetings as well. 

Thus, a company need not view diversity workshops as an inconvenient mandate put forth by the government. Rather, these programs make it possible for employees to be more productive in a safe environment where they can feel accepted. 


Sandra Bledsoe

Inclusion At Work: Everything You Need to Know

Inclusion at work refers to the degree of tolerance and acceptance that a workplace has towards all its different employees. Companies now have some of the most diverse work environments, with companies expanding rapidly across borders and the rise in remote branches. Therefore, the need for inclusivity in the workplace is no longer a privilege but a priority. For many companies, involving employees from around the globe gives a company a better chance to innovate and thus, succeed.

Often, the words diversity and inclusion are used interchangeably or in conjunction. The need to have an inclusive workplace originated from the fact that a current workplace is a diverse place. At the same time, ensuring that a workplace is diverse requires its employees and the employer to have an inclusive mindset. Therefore, diversity refers to the differences that may be found in the workplace, and inclusion at work refers to the process of unifying these differences. 

 

The Need for Inclusion in the Workplace

Diversity and inclusion do not only extend to individuals coming from different ethnicities or having different skin colors. Rather, it also includes welcoming and showing tolerance towards individuals having different opinions, personalities, etc. Thus, there are differences between co-workers having the same race and other innate features but differing on others. 

 

  • Employee Retention

Happy employees are a major contributor to the overall success of an enterprise. Not only do they showcase better productivity, but they also attract others as well. In some cases, healthy workplaces can have an effect on customers as well. Therefore, having a non-inclusive environment can create a work environment that is not only appreciated by minorities but also by other employees. 

This can result in an overall decrease in productivity due to stress-related reasons. In fact, inclusive workplaces see 5.4 times more employee retention. The reason is that inclusion at work in the workplace makes it possible for everyone to voice their opinions and for these ideas to receive value as well. 

 

  • Extensive Choice in Talent

Restricting the recruitment to only a few social groups or a single-sex can drastically reduce the available talent pool. Consider the statistic that 7.4% of the CEOs present in the Fortune 500 List are women. This can discredit the belief that women present in authority are less likely to succeed. 

So is the case with the companies that tend to favor individuals belonging to a particular race. Tech giants have recruitment drives worldwide to find individuals that could contribute to their company irrespective of their race or gender. 

 

  • Better Perspective

The presence of inclusivity also helps a company obtain better perspectives on certain decisions. Consider the process of marketing a product. A more inclusive marketing team will have individuals from a variety of backgrounds, all having different perspectives. Therefore, the ideas are more diverse and may even be beneficial if the company is targeting a niche or broad target audience. 

Differing perspectives may also help a company make more informed decisions, which can potentially be game-changing for the company’s overall growth. Implementing certain innovations is another upside of inclusion at work since the company can develop several pathways to make it possible. 

 

  • Reduce Bias

Encouraging an inclusive workplace will also mean eradicating conscious as well as unconscious bias. Employees are able to function in an environment that gives every employee the same respect and importance. 

In addition to this, it will also reduce the chances of an individual becoming a victim of certain forms of sexual harassment. Therefore, the company will not be required to take action against perpetrators or provide compensation to victims. The eradication of bias can create opportunities for employees having disadvantages rather than privileges. 

 

  • Increased Financial Gains

Another major aspect involves the financial gains a company tends to receive when the workplace is welcoming to all individuals. Take, for example, a workplace that gives equal opportunities to all its employees. According to research, the employees here are 44% more likely to stay in these companies. 

Therefore, a company need not worry about losing employees at inconvenient times or carrying out the process of customer onboarding and training. In addition to this, companies with small racial gaps see 11.1 percent revenue growth in a single quartile. This is compared to the 8.1% revenue growth shown by companies having a more significant racial gap. 

 

Improving Inclusion At Work 

Now that the benefits or implications of a workplace have been brought to light, a company can now work towards fostering a sense of inclusion. This can be done by a variety of methods, including training programs or activities. Therefore, the process of increasing inclusion at work will require the following strategies: 

 

  • Implement Anonymous Recruitment

The creation of inclusion at work starts with the recruitment process. The presence of any kind of bias at this juncture could lead to a less diverse workplace. Therefore, the team that reviews applications should make it a point to evaluate an individual on the basis of their merit. 

 

  • Increase Awareness Among Managers

Managers represent the head of individual business operations. Therefore, every employee will be reporting to one manager or another. For this reason, training the individual that has the most interaction with several employees in a day can greatly contribute to inclusion. In the training industry, it is known as inclusive leadership. In addition to this, if a manager makes it a point for an employee to feel more included, the other employees are likely to follow suit. 

 

  • Tolerance Towards Varied Customs

The company can also show how welcoming they are towards new cultures by recognizing the holidays that are important in their culture. For example, the Chinese New Year, Diwali, and so on. The company can also make it a point for every employee to showcase their culture or religious beliefs in a manner that is not offensive to others. 

 

  • Create Inclusion Teams

These teams or committees would ensure that the policies created by the company regarding the employees do not discriminate or exclude any group. In addition to this, they can also act as communication channels for employees who feel that the workplace can be more inclusive. This can especially benefit companies having a larger scale since these groups can get feedback from every employee. Thus, it acts as a bridge between the higher management and the lower rung employees. 

 

  • Improved Employee On-boarding

To make the process of incorporation of an inclusive workplace more streamlined, educating new recruits can go a long way. Not only will they realize that the company will welcome them without prejudice, but they are also encouraged to do the same. They will also be told about certain resources like the inclusion committee, which will be their sounding board in case they face any kind of bias. 

 

  • Inclusive Activities

Every company has annual or periodic activities to build relationships between their employees. Thus, it would be a good idea to make these activities more inclusive so that they can contribute to the overall work environment in the future. A few ideas include having a diversity calendar, among others.

However, a good starting point for introducing inclusion at work would be participating in a Diversity and Inclusion Training workshop actively. This program should be interactive and have lasting implications. Thus, the workplace can become a safe place for any and all employees looking to make a living and build a career.


Sandra Bledsoe

Racism Training In The Workplace: Everything You Should Know

Racism training is a specific program that reveals individuals to their particular unconscious racial prejudices and biases, provides opportunities, tools, and support to modify habitual patterns of thinking, and eventually eliminates discriminatory racial actions. These racial biases are taught preconceptions that are automatic, seemingly correlated, unconscious, deeply rooted, ubiquitous, and capable of influencing behavior and attitudes.

Since we have contact with institutional and cultural racism, bigotry and biases have infiltrated reasonably deep into our subconscious. Implicit bias is a component of the inequality system that explains racial laws, attitudes, and attitudes that specifically remain in modern culture in a big way.

 

What is the Need for Racism Training?

Creating awareness for subconscious racial prejudice is a crucial element of racial bias training. Humans have a cognitive tendency to form assumptions based on their preconceived notions. We tend to group and pair related events in our mind rather than accepting them individually. 

Moreover, we relate everything to our childhood memories, learned episodes, and feed memories. As for memories, if a small part of the information is pestered in our minds from childhood, we tend to believe it as if it was real or actually happened. The most common example of this is myths.

The same is the situation with racism. We have learned or have somehow subconsciously believed that a particular class of people is superior or inferior, which is not true. To undo this learned behavior or memory, there is a need for racism training because,

  • Certain biases are intuitive; they may lead to people avoiding accountability rather than actively interrupting conduct. 
  • Implicit prejudice must be explored in the context of how prejudice, racism, privilege, and entitlement interact and work systematically. 
  • Current research on unconscious bias also suggests that specific actions can affect individual brain connections in debiasing. 
  • If such prejudices can be corrected at a personal level, they can, by extension, be altered at the more significant social level with enough willpower and commitment.

 

Training to Address Racial Bias

  • Counter Stereotype Racism Training

Counter Stereotype racism training is one of the most effective and productive methods of addressing racial bias. A controversial issue is how to eliminate stereotypic responses and discriminatory actions caused by unconscious biases at work. One theory is that cognitive retraining, such as regularly practicing counter stereotypes, might significantly diminish implicit bias, reducing stereotype application.

According to one U.S. research, employment applications with historically white-sounding names received 50% more responses than historically Black names. In 2015, the research team ‘Hu and colleagues developed a counter stereotype training technique to unlearn implicit prejudice, biases, and stereotypes while sleeping. Their study, however, differs from earlier studies because two distinct sounds were played following each successful match of gender or racial counter stereotype.

  • Participants completed the standard counter stereotype training task of matching photos of various races with counter-stereotypical qualities. 
  • They were asked to take a 90-minute nap following the training session. Their sleep patterns were observed using E.E.G. 
  • After follow-up evaluations, the results revealed that prejudice, bias, and stereotypes were successfully decreased based on the particular sound played during sleep.

This implies that participants who listened to the sound relating to racial counter stereotypes had less racial prejudice but not gender bias, and vice versa. Cognitive diversity can boost organizational innovation by upwards of 20%.

 

  • Negation Racism Training

Negation racism training reduces implicit bias by intentionally denying data and information that promotes racial preconceptions, preferences, stereotypes, and prejudice, altering the stereotypical tendency.

One of the first research studies to evaluate the benefits of negation training on reducing implicit bias was undertaken by Kawakami, Davido, Moll, Hermsen, and Russin in the year 2002. Subjects in their study were shown images of black and white people and a phrase that symbolized a stereotype. 

 

  • The participants were informed about pressing a button that said the word “No” throughout stereotype-consistent tests. 
  • For example, a black individual and the word “slow” and a button with the word “Yes” during stereotype-inconsistent trials. 
  • For another instance, a white individual and the word “slow” or a black individual paired with the word “fast.” 
  • The experiment resulted in considerable reductions in participants’ automatic racial bias, prejudice, and stereotypical assumptions.

A pre-existing stereotype, bias, or prejudice is triggered during negation training, and then you must then actively oppose the memory’s significance and validity. 

In 2018, researchers Johnson, Kopp, and Petty suggested that the denial was meaningless and that participants were not adequately driven to eliminate their inherent biases.

 

  • The researchers created a scenario during which individuals were instructed to think, “That’s wrong!” when responding to stereotype-confirming data and stimuli. 
  • Other subjects were asked to continue using the standard form of denial and negation and answer with “No” to stereotypical bias. 
  • The researchers hypothesized that while the word “No” is an unclear and ineffective reaction to prejudices, the phrase “That’s wrong!” is precise.
  •  Once participants were instructed to think “that’s wrong” in response to stereotype-confirming input, there was a significant reduction in racial prejudice, which was not detected in the scenario where they just thought of the word “no.” 

 

Furthermore, the researchers observed that motivation highly influences the efficiency of racial sensitivity training programs.

 

  • Perspective Racism Training

Perspective-taking fosters increased empathy for a particular stereotyped category of individuals. Adjusting perspective has been proven to successfully positively influence perceptions toward both individuals and their group as a whole. 

Perspective studies are usually conducted in three steps. 

  • Subjects are first introduced to the target racial minority group by watching a video that depicts incidences of racial prejudice, bias, or discrimination or by examining a photograph of a member of the target racial group. 
  • Participants are then instructed to contemplate that individual’s life and feelings.
  • The second group of control subjects watches the same video or examines the same image, but they are not given supplementary perspective-taking directives. 
  • Finally, individuals’ preconceptions are reviewed by completing questionnaires or completing specified necessary activities. 

This model of perspective has been proven to significantly reduce racial prejudice, stereotypes, preconceptions, and bias. According to 48% of employees, respect is the most critical aspect in creating an inclusive culture.

 

  • Meditation Racism Training

Meditation racism training has been incorporated into a wide range of modern analytical interventions due to its positive impacts on well-being, decreased depression and distress, and general mood enhancement. In 2008, Loving Kindness Meditation (L.K.M.), which aims to consciously trigger a psychological response of unrestricted compassion towards oneself and others, was introduced into implicit, subconscious bias, discrimination, and prejudice training.

In 2014, the researchers Kang, Gray, and David discovered that subjects that participated in a seven-week meditation process training demonstrated a substantial decrease in implicit prejudice toward African Americans and homeless people. In 2016, Stell and Farsides discovered that just seven minutes of Loving Kindness Meditation reduced subconscious racial discrimination and bias for a group of people.

Employer diversity is crucial to 67 percent of job searchers when assessing employment possibilities. More than 50 percent of current employees want their workplace to do more to boost diversity.

To avoid the episodes of racial bias, racism training is a must. This ensures that no employee or individual is biased for any caste and treats everyone equally. It will help establish a homogeneous workplace relationship and goodwill.


Sandra Bledsoe

HR Training Courses: 13 Courses to Consider for HR Professionals

Data and record collecting and maintenance are shifting away from human record-keeping and Excel spreadsheets and data collecting and mining software with technological advancements. Hr managers must comprehend the software’s back-end functions and remain up to date on new HR-related technological tools being employed for better, quicker, leaner, and easier processes, such as e-learning platforms for training.

HR’s responsibility is quite dynamic, with many tasks and outreach, and each organization has its personnel management style. HR professionals must be aware of external rules and regulations and be familiar with their workers and the departments they collaborate with. As per LinkedIn, 94 percent of the employees might stay with a firm for a prolonged period if an investment in learning is made.

List of some reputed HR Training Courses

Training is more than simply teaching individuals how to execute their jobs. It is about involving people in the organization and demonstrating to them that they matter via that involvement and investment. Every firm seeks workers that are excited about their jobs and dedicated to the organization. Training can be beneficial.

  • Courses in AIHR – People Analytics

The Academy to Innovate Human Resources (AIHR) provides globally approved virtual HR programs that allow HR professionals to work on authentic projects and case studies. You may take a course covering everything or one that concentrates on a specific issue, such as the tactical side of being an HR executive.

This curriculum mixes theory and practices application and adaptability with thoroughness to comprehensively understand strategic human resource management, including an overview of people analytics. After finishing the training, you will be able to implement the fundamental concepts of using HR to promote interdepartmental cooperation.

In the United States, Coursera’s HR for People Managers Specialization program focuses on people management rather than the strategic part of becoming an HR manager. The curriculum includes a lesson on alternate methods to personnel management and hiring, appraising, and rewarding personnel.

  • HRCI – Human Resources Certified Individual (SPHR)

The SPHR curriculum at the Institute covers themes including business leadership, talent operation and implementation, HR service delivery, and measurement techniques. It teaches the conceptual and policy-making components of human resource management. The SPHR initiative is primarily concerned with the United States.

The Harvard Extension School teaches HR aspirants the fundamentals of this job. The study material is intended to familiarize students with the behavioral elements of the human side of the job and the technical complexities of pool management, allowing them to accomplish the work efficiently.

The Academy offers brief, engaging, and thought-provoking sessions on some of the most pressing HR issues. Consider the following concepts: HR in the Age of AI, Talent Monitoring Reimagined, The Hr Software Masterclass, and Individuals as a Competitive Edge. All courses are fundamental, with a learning duration of around 4 hours each session.

  • IIM Bangalore’s People Management (edX)

This entry-level training is intended to ease the transition for newly recruited people managers. Learn how to encourage and guide those aspiring to be managers and how to think back and evaluate for experienced managers. Consequently, you will get a better knowledge of the function of people management in the company.

It provides expertise, training, and tools to assist organizations in managing their human resource tasks. HR certification and recertification and HR technology conversations are all part of the course—a yearly two-day symposium for human resource experts. Students can enroll for free and have access to features of the website’s online materials, or they may join HR Genius and have access to all training content.

  • Human Resources Courses for Free (Alison)

A few of the best-selling free online human resources on this website are Diploma in HR, global and strategic Hr planning, organizational discipline, exposure to management skills, and recruiting and selection process. It offers a well-structured curriculum and easy-to-follow explanations.

If you do not already have an undergrad program, this certification can help you build your qualifications. This program will teach you how to study and use HR best practices and take care of the moral, management, and critical reasoning aspects of the position that this profession requires.

Human resources certification programs are available at the institution for persons who are already in management positions. It was intended to help people working in HR management learn more about essential HR tasks and enhance their ability to operate in a more significant HR position. It is appropriate for anyone who is just starting their career as a human resources manager and wants to advance in their career.

York University created this course to help students develop a solid knowledge of HR principles while also connecting with professional networks. You may complete this HR certificate program while juggling your career and personal life, acquiring the relevant skills of the HR professional as defined by the Human Resources Professional Association.

This MIT graduate-level course teaches students how to manage their people assets and develop methods to bring their vision to reality. This human resources course is taught from the standpoint of a management team. It covers HR topics such as compensation systems, EEOC regulations, diversity in the workplace, and retaining talented staff.

How to choose the right Course?

Consider what you want to achieve while choosing an HR course. Do you want a credential to brag about, or are you more concerned about the skills you’re trying to learn? Do you wish to break into a new sector or hone the abilities you currently have?

As per the Huffington Post, firms that engage in training might see a 24 percent increase in profitability. The advantage here stems from retention. With an effective training program, fewer workers will depart, resulting in cost savings due to the money wasted in replacing personnel.

Your circumstance will determine the content of your training; if you are a new HR Generalist, you may also want to check at HR courses for beginners, while a more experienced Learning and Development Manager may wish to enroll in a specialist L&D certification program. With a few years of professional experience, HR professionals may opt to enroll in one of the best Human Resource Management courses.

The training courses at Get Impactly employ practical constructivist teaching approaches that are well-known for their effectiveness in decreasing and controlling common social and psychological obstacles to diversity, equality, and inclusion. Approximately 68 percent of employees, the business’s most essential policy involves training and development, according to ClearCompany. The program aims to foster empathy and understanding so that learners are empowered to actively interrupt destructive behaviors and evaluate the benefits of being better allies.

There are various paths you may take if you want to work in human resources. Almost every industry has an HR department, so you may frequently find a job in a subject that interests you, such as medical, industry, architecture, academia, entertainment, and many more. Human resources specialties may exist inside any corporation, based on the size and number of employees.