Managing Diversity in the Workplace

Dynamic changes in the demographic makeup of the U.S. work force are significantly challenging organizations today.  As recently as 1985, the American labor force was made up predominantly of white men.  Over the past 25 years, however, women and other minorities have dramatically increased their presence in the workplace. The broad variety of personalities and perceptions available in workers, if managed properly, can present great opportunity and enrichment to the workplace.

TARGET AUDIENCE
Managers, supervisors, and senior-level employees who are involved in diversity initiatives

TIME TO COMPLETE
90-105 minutes

PURPOSE
To increase the manager's, supervisor's, and senior-level employee's knowledge and awareness of diversity issues and identify ways to promote diversity in the workplace.

LEARNING OBJECTIVES
After completing this course, the learner will be able to:

• define diversity and list the primary and secondary influences that shape human differences;
• report on the benefits of diverse working groups, including enhanced problem-solving and adaptability;
• explain how people's perceptions and resistance to change create challenges for diversity in the workplace;
• describe programs and initiatives that promote diversity in the workplace;
• present specific diversity exercises that organizations can incorporate into team meetings or other employee functions;
• develop and communicate an anti-discrimination policy;
• list guidelines to follow that help protect an organization from legal claims of discrimination; and
• recognize several instances of discriminatory practices in the workplace

TOPICS COVERED

1. Definitions and Perceptions
2. Primary and Secondary Influences
3. Better Quality Solutions
4. Resistance to Change
5. Managers as Role Models
6. Diversity Management Programs
7. Diversity Initiatives
8. Measurement and Evaluation
9. Discrimination
10. Anti-Discrimination Policy
11. Protection from Legal Claims
12. Diversity Scenarios

FORMS INCLUDED

• Doves or Hawks: Individual Conflict Styles
• Words of Wisdom
• Tell Me Yours, I’ll Tell You Mine
• Diverse Team Actions That Make a Difference

ACCREDITATION
HR CERTIFICATION INSTITUTE
This program has been approved for 1.75 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.  For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.

(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)

The Florida Bar
The Florida Bar’s Board of Legal Specialization and Education has accredited this course for 2.0 hours of general Continuing Legal Education (CLE) Credits, including 2.0 Ethics credits. For more information about credit hours, visit the Florida Bar homepage at www.flabar.org.

The State Bar of Georgia
The State Bar of Georgia has accredited this course for 2.0 Regular Continuing Legal Education (CLE) credit hours, including 1.0 Ethics credit hour and 1.0 Professionalism credit hour. For more information about CLE credits, visit The State Bar of Georgia homepage at www.gabar.org.