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Summary week 5 final .docx BUS375 Cultural Diversity Training The University of Arizona Global Campus BUS375 Employee Training The workplace has become more complex and diverse in recent years. The advancements in technology have enabled organizations to do $7.49
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Summary week 5 final .docx BUS375 Cultural Diversity Training The University of Arizona Global Campus BUS375 Employee Training The workplace has become more complex and diverse in recent years. The advancements in technology have enabled organizations to do
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week 5 final .docx BUS375 Cultural Diversity Training The University of Arizona Global Campus BUS375 Employee Training The workplace has become more complex and diverse in recent years. The advancements in technology have enabled organizations to do business globally. Cultural and diversity tr...
week 5 final docx bus375 cultural diversity training the university of arizona global campus bus375 employee training the workplace has become more complex and diverse in recent years the advan
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BUS375
Cultural Diversity Training
The University of Arizona Global Campus
BUS375 Employee Training
The workplace has become more complex and diverse in recent years. The advancements
in technology have enabled organizations to do business globally. Cultural and diversity training
is an essential tool to educate and develop a strong workforce with a positive attitude toward
diversity. This paper will discuss the legal implication in creating diversity training for the
organization, The effects of diversity training among employees, the ethical implication, global
standardized training, and my recommendation to implement the training course.
Legal Implication in creating a training course that discusses culture
Implementing a diversity training program can help reduce workplace discrimination and
harassment claims. The equal employment opportunity commission has been working hard to
make sure all Americans have the same opportunities. The EEOC reports for the 2020 fiscal year
67,448 charges of workplace discrimination charges were able to be settled through voluntary
resolution and ligation, securing 439.2 million for the victims. The EEO prohibits discrimination
against someone based on race, color, religion, national origin, or sex (EEOC 2021). Laws are
forever changing. Organizations must stay in compliance with all State and Federal laws. The
Supreme court recently ruled that gays and transgender are also protected under the civil rights
laws. In some parts of the country, employers were firing employees due to sexual orientation
regardless of the laws in place ( Liptak 2021). Women and children of color have been in the
news the past couple of years, shedding light on hair discrimination. The Crown Act has been
introduced to prohibit discrimination against hair texture and hairstyles such as braids, afros, and
dreadlocks (Hancock 2021). Organizations have a responsibility to provide a safe working
environment for their employees free of discrimination and harassment.
, Effect of Demographic Diversity Affects Discussions of Cultural Diversity
The diverse demographic of employees can affect the discussion of diversity training.
Demographics such as education, financial standing, marital status, age, and upbringing can
affect how employees perceive diversity training ( Harness 2019). Workplace diversity can be a
challenge to discuss with employees because it discusses complex subject matter that can make
employees uncomfortable discussions such as age, gender, race, religion, and culture. Diversity
training helps deepen employees under cultural differences.
Ethic Implications Should be considered
There are both legal and ethical considerations to take into account when working with
diversity issues. Ethical behavior is doing the right thing in circumstance regardless of whether
someone is watching or not. Culture diversity training can reduce conflict, increase productivity,
and improve employee relations ( Leonard 2018). Supposed an employee is from a small town
or country where they never saw a person of color in their life. They may find it difficult to relate
to the training material vs. someone that has more experience dealing with diversity. They may
also get offensive if they are put on the spot and questioned about any bias they may have. When
conducting training, it would be effective to use role-playing scenarios to show what we may
think as harmless jokes could be considered bullying to someone else. For example, if a Muslim
employee is wearing Hijab and her manager or fellow coworking continually making derogatory
comments about her headdress or religion. This behavior would be considered as discriminatory,
unethical behavior that can lead to a lawsuit. If the organization leaders do not support cultural
diversity and inclusion, this can lead to a negative work environment. Organizations should
develop a zero-tolerance policy against employee discrimination, retaliation, harassment, and
unethical behavior
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