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The Mandatory Training Group is the leading UK provider of accredited statutory and mandatory training courses for all sectors, including health and social care, education, local government, private and charity sectors.
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Diversity in the workplace refers to an organization that intentionally employs a workforce composed of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes.
Workplace diversity is taking the HR world by storm. More than ever, employers are prioritizing diversity and inclusion initiatives and investing resources into making sure their teams are set up for success. Focusing on diversity and inclusion is not only the smart thing to do for your business but also the right thing to do for humanity.
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Here at The Mandatory Training Group, we receive many enquiries about Online Workplace Diversity training courses. We have listed some of these frequently asked questions.
Diversity in the workplace refers to an organisation that intentionally employs a workforce composed of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes.
Equality is about ensuring everybody has an equal opportunity, and is not treated differently or discriminated against because of their characteristics. Diversity is about taking account of the differences between people and groups of people and placing a positive value on those differences.
Here are some real and immediate benefits to diversity in the workplace:
It means understanding that each individual is unique and recognising our differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.
Six ways to support diversity and inclusion in the workplace:
The human resource department, more than any other group or individual, is responsible for diversity and inclusion in the workplace; at 59 percent of organizations, HR oversees diversity efforts, and at 64 percent, it's tasked with implementing diversity initiatives, according to a Society for Human Resource Management.
Your policies should set out your commitment to promoting equality and diversity in areas such as recruitment, the working environment and pay to tackle discrimination. It should also: help your employees understand what you expect of them, e.g. to treat their colleagues and clients with dignity and respect.
The four diversity type dimensions are:
Here are several challenges that can arise with diverse workforces:
8 Amazing Benefits of Cultural Diversity in the Workplace:
Diversity is differences in racial and ethnic, socioeconomic, geographic, and academic/professional backgrounds. People with different opinions, backgrounds (degrees and social experience), religious beliefs, political beliefs, sexual orientations, heritage, and life experience.
Diversity is the people with different opinions, backgrounds (degrees and social experience), religious beliefs, political beliefs, sexual orientations, heritage, and life experience.
Key areas of diversity and their characteristics, including:
A diverse and inclusive workforce helps businesses avoid employee turnover costs. Diversity fosters a more creative and innovative force. Diversity in the workplace is necessary to create a competitive economy in a globalised world. Diversity in the boardroom is needed to leverage a company's full potential.
Promoting diversity means ensuring everyone in your setting has equal opportunities, regardless of their abilities, their background or their lifestyle. Diversity means appreciating the differences between people and treating people's values, beliefs, cultures and lifestyles with respect.
Here are the five tips to help you manage a diverse workforce for the best results:
As a strategy, diversity allows companies to start identifying new trends. They can do this because their workforce is representative of its customers. One that is respectful and inclusive and grants each employee the opportunity to learn, grow and contribute to the company.
Diversity and inclusion also affect human resources functions, such as record-keeping, training, recruiting and requirements for HR staff expertise. In many ways, diversity and inclusion increase HR responsibilities and hold the department accountable for functions mandated by law.
Four ways to promote diversity and equality at work:
These identities include, but are not limited to, ability, age, ethnicity, gender identity and expression, immigration status, intellectual differences, national origin, race, religion, sex, and sexual orientation.
A wireless microphone term. A more advanced form of a diversity receiver, a simple diversity system contains a radio receiver that has two independent receiver sections, each with its antenna (rather than a single receiver with one or two antennas), to pick up the transmission from a wireless microphone.
The negative effects of diversity are:
HWays that will help overcome diversity challenges:
Diversity means being able to learn from people from all different walks of life. Whether it's a difference in culture, religion, education or background, you can learn so much by being exposed to these different experiences and perspectives.
Linguistic diversity is sometimes a specific measure of the density of language, or concentration of unique languages together. This diversity covers varied types of traits, including language family, grammar, and vocabulary.
Describe the following key areas of diversity and their characteristics: culture, race, and ethnicity; disability; religious and spiritual beliefs; transgender and intersex; and generational.
Key concepts associated with diversity are:
Organisations that embrace diversity-hiring benefit from a larger talent pool than those who don't. Their vacancies will gain interest from a broader range of candidates. It is because more people can relate to people from different backgrounds.
Diversity in the work environment promotes acceptance, respect, and teamwork despite differences in race, age, gender, native language, political beliefs, religion, sexual orientation, or communication styles among employees. There are many benefits to having a more diverse workplace.
What is diversity training? Diversity training in the workplace addresses all of the unique things about employees - race, colour, ethnicity, language, nationality, sexual orientation, religion, gender, socioeconomic status, age, and physical and mental ability – and how we work together.
Diversity management is the strategy of using best practices with proven results to find and create a diverse and inclusive workplace. Successful strategies link diversity progress directly to business results.
Inclusion training refers to training employees to better work with others of differing abilities, backgrounds, nationalities, genders, etc. It's often referred to as diversity and inclusion training. It emphasises being inclusive of all types of employees and explains the benefits of doing so.
Inherent diversity involves traits you are born with, such as gender, ethnicity, and sexual orientation. Acquired variety involves features you gain from experience: Working in another country can help you appreciate cultural differences, for example, while selling to female consumers can give you gender smarts.
Since men and women have different viewpoints, ideas, and market insights, a gender-diverse workforce enables better problem-solving. A study done in 2014 by Gallup finds that hiring a gender-diverse workforce allows the company to serve an increasingly diverse customer base.
Diversity refers to the traits and characteristics that make people unique. In contrast, inclusion refers to the behaviours and social norms that ensure people feel welcome.
Surface level diversity is defined as the characteristics that we can notice about each other that distinguish us. Deep level diversity, by definition, is the differences in beliefs, values, attitudes, etc., that do affect much more directly how a person behaves.
Higher rates of workplace diversity can help companies evolve, innovate, problem-solve, and be more efficient. Moreover, highly diverse workplaces offer employees a better sense of community, increased worker engagement, and a more positive corporate culture.
The challenges of living in a diverse society: Prejudice — intolerance and mistreatment of a person because of their race, religion, sexuality, disability or political beliefs. Stereotyping — making an unfair assumption or generalisation about a person based on an aspect of their cultural identity.
Chief diversity officers, sometimes known as CDOs, are responsible for cultivating work or learning environments that encourage and support diversity. It often includes developing and incorporating inclusion initiatives, such as organisation-wide diversity training and multicultural events.
Promoting equality and respecting diversity helps to ensure that people are valued and have the same access to all opportunities whatever their differences. The Act also protects individuals who experience discrimination by association with someone who has a protected characteristic.
It means understanding that each individual is unique and recognising our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.
The Mandatory Training Group is the leading UK provider of accredited statutory and mandatory training courses for all sectors, including health, safety and wellbeing, social care, education, local government, and many more.
On successful completion of each of the modules of Workplace Diversity training courses, you may download, save, and print a quality assured continuing professional development (CPD) certificate. Our CPD certificates are recognised internationally and can be used to provide evidence for compliance and audit.
The CPD Certification Service (CPDUK) accredits all of our statutory and mandatory training courses as conforming to universally accepted Continuous Professional Development (CPD) guidelines.