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A sexuality and gender diversity training program

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The time is ripe for new training programs A sexuality and gender diversity training program meet this need. Training about such delicate topics as interactions among people in the workplace has not always gone well. Nevertheless, there are takeaways to serve as guides in the development of an effective training program. According to the EEOC, a large-scale survey of federal employees indicated that over time, following training, men were more aware that unwanted sexual behavior can be considered harassment — in other words, the training was successful in raising awareness.

Similarly, some white Starbucks employees reported that the training was eye-opening in that they had not previously imagined what African-Americans experience on a day-to-day basis. Diversity training has faced its own controversies.

Harvard Business Review has published articles claiming both that it works and that it backfires. Again, there are hints about what would contribute to an effective program.

Labeling people and dividing them into categories appears to reinforce stereotypes. Targeting awareness seems to be a more realistic goal. Emphasizing legal compliance or the threat of lawsuits, unsurprisingly, is met with a negative reaction.

In the wake of #MeToo...

A new, better approach to gender diversity training would carefully consider what A sexuality and gender diversity training program is available and would add in a dose of common sense and humanity. Men are asking for guidance, which offers a rare opportunity to answer a need instead of imposing training on a recalcitrant audience.

Given the current climate, common sense dictates that employees should be involved in designing the training to understand what would be most helpful to them. Organizations must take care not to pit groups against each other, increasing resentment instead of sensitivity. The spirit behind good training must be one of learning and working together to create a welcoming environment, not pointing fingers and guilt-tripping those who happen to find themselves in the majority.

Finally, encouraging a culture of community and communication will produce better results over time than a mandatory one-off session. Strong teams build robust, trusting work relationships that can withstand a misstep or two.

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A celebration of diversity should be a day-to-day phenomenon with occasional tuning, not an imposition of political correctness from an external force. The past year has given rise to reports of terrible treatment that women have suffered at the hands of men in the workplace. Nevertheless, it has been possible for professional men and women to develop excellent collegial relationships over the past five decades.

Now that the problem has been identified, we can mount training efforts to encourage more of the second and snuff out the first. Crittenden worked for over 20 years in the U.

Stay up to date on the latest articles, webinars and resources for learning and development. Certificates Master Classes Course Search. Labeling people appears to reinforce stereotypes.