Diversity Ineffectiveness: Recognize and Avoid

Today’s workforce is much more diverse than only ten years ago not only in North America, but also in many other parts of Europe. Every employee in any organization from the top to the bottom needs diversity and cross-cultural sensitivity training and education. They also need to undergo a series of personal analysis of their attitudes and beliefs about working with others who are different from them. And this includes age, skin color, religion, gender, sexual orientation, people with disabilities, etc.

If the training is not comprehensive, then dissension has the possibility of derailing initiatives. Additionally, people who are not properly qualified that offer diversity training can create an unpleasant atmosphere. This wastes company time and money.

And the outcome can be catastrophic because new employees are not integrated into the company properly and the individuals of diversity training become nothing more than a sham, leavening employees feeling disappointed.

The only way to truly know if a company is on track to achieving their goals is to first evaluate where they stand, then set goals and strategies to achieve these objectives and then measure to determine success.
There are many variables to assess and evaluate, including each and every employee’s level of satisfaction both in the work environment and with their perception of diversity initiatives.
In addition, management needs to do more than create policies and procedures and assume everyone is following through. Part of managing people and leading them is to set policies and procedures to evaluate success.

It is about creating a system of check and balances, with real repercussion for not following through.