2.

0 Instructional Analysis 

2.1 NEEDS AND SKILLS ANALYSIS

        In a company, there are many activities, programs/training that they do in order for them to
improve their knowledge and skills in accordance with their positions. Most of them use training,
team building exercises that can help all the employees, staff and even managers to exercise and
enhance their skills in a certain thing that will help the company to achieve their success. Also, it
can increase camaraderie among them and can build strong relationships with each other. This
company came up with the idea of having training with the project name "Employee Awareness
in the Workplace :Diversity Training". They provide this training to have all the managers
and employees as their target audience. A manager is a person responsible for controlling or
administering all or part of a company or similar organization. Managers are responsible for the
processes of getting activities completed efficiently with and through other people and setting
and achieving the firm's goals through the execution of four basic management functions:
planning, organizing, leading, and controlling. They are also the one who is responsible for
supervising and motivating employees and for directing the progress of an organization. An
example of a manager is the person who is in charge of customer service, who deals with
customer disputes and who oversees and supervises customer service agents. While the
employees are the  one who works for someone else or a company in exchange for wages or
some other agreed to compensation. They are also subject to a contract  where the employer
controls the conditions of work performance. One way to encourage your employees to work
harder is by giving them incentives, promotions and benefits. 

      Employers can use diversity training to educate their staff about diversity. Although
diversity training cannot totally change a person's opinions, it can raise awareness, provide
knowledge, and teach staff how to appreciate differences among coworkers. Diversity training
is used by companies to bring out the best in their personnel. Organizations also strive to break
down the barriers that divide different sorts of personnel, such as ethnic, social, and political
obstacles, so that they may collaborate and be productive as a group. It takes time and effort to
develop a diversity training strategy. There's a lot more to it than simply hiring someone to talk
to your employees about diversity. In order for diversity training to be effective, an
organization's training program must be a continuous effort supported by top management. Here
are a few key components that must be implemented in order for diversity training to be
successful:

 Integrate training into organizational practices and goals

 Adopt specific definitions for workplace diversity, affirmative action, and equal
employment opportunity.
 Set up workforce diversity policies
 Establish a resource library for participants to use following the training.
 Identify non-training activities that will support lessons learned from the training, which
include posters, staff meetings, newsletters, informational brochures, and videos. 
Modern technology has achieved a great deal. One of its most important effects is that it brings
people closer together, making geographical boundaries less relevant, and thankfully, given
present world realities and future trends, this applies equally to the workplace as it does to any
other sector of life. Effective diversity training is important to success as your company's
workforce becomes more diverse every day. An organization's performance is dependent on how
well it provides the necessary tools and assistance to its people, from fundamental diversity
awareness to building valuable diversity cultural skills. These tools should be designed to
optimize each employee's development and performance while minimizing legal liabilities in the
event of workplace discrimination based on diversity.

Every day, any company's Human Resources departments and departmental managers deal with
a slew of diversity-related concerns. This could include exclusion from a project due to gender,
or resentment from coworkers toward people of a different religion. Diversity training is
included in the training agenda of organizations to address such concerns. Most businesses
participate in this effort, which aims to raise awareness about diversity concerns and foster
teamwork in the workplace.

Diversity training can be divided into two general categories: awareness-based training, and
skill-based training.  

1. Awareness-Based Training - This is typically utilized as an employee sensitizer, with

the goal of raising employee awareness of the value of diversity in the workplace. It also
aids in bringing employees' preconceptions and cultural assumptions about others to
light. As a technique of implementing diversity training, this form of training employs
case studies and experiential exercises.
2. Skill - Based Training -  This form of training focuses on helping employees build and
improve their ability to deal with workplace diversity. To help employees progress from
awareness to proficiency, a variety of tools are employed. This sort of training aims to
improve employees' capacity to interpret cross-cultural differences, communicate with
people from various cultures, and adjust to new situations.

Diversity training is critical in any organization that relies on a team of specialized employees,
regardless of size or industry. Those who are tech-oriented, human resources-oriented, finance-
oriented, and any other specialized types of employees that exist in the workplace can all be
considered part of this group. The cornerstone of a successful team is made up of all individual
members. When you look closer, you'll notice that each of these subgroups of specialists has
various attitudes and skills that they need to be successful in their jobs. In fact, it is because of
this unique attitude, behavioral style, thinking approach, and practical skill set that each team
member is able to contribute in their own unique way. Managing diversity in the workplace is a
difficult endeavor, but the end goal is to emphasize the importance of respecting each unique
perspective and skill set that arises from a varied team. The goal of diversity training is to teach
employees that, while there may be disparities among their team members, with a little attitude
change, diversity can really make for an outstanding team. Employee diversity training should
teach people to value differences as a part of successful teams, not just tolerate them. Employees
are taught how to handle people of various backgrounds during diversity training. An effective
diversity training program will help employees notice and tolerate differences among coworkers,
resulting in a positive work environment. While diversity training cannot totally change an
individual's own ideas, it can raise awareness, provide knowledge, and teach staff how to
appreciate differences among coworkers.

10 Tasks for Implementing Effective Diversity Training 

   To implement an effective training program in your organization, consider following the
following 10 tasks for success:

      1. Diversity as a Daily Practice - Diverse training that occurs only a few times a year for a
few hours is ineffective in raising awareness and encouraging inclusion. Awareness and
inclusion must be a part of the everyday workplace to ensure the efficiency of your diversity
training program. Using a calendar to promote diversity awareness in the following ways is one
of the most effective strategies to encourage everyday diversity training:

 Monthly Themes- Throughout the year, there are various monthly diversity heritage
themes, such as Black History Month, Women's History Month, LGBT Pride Month, and
so on. Incorporating these events into the office calendar is a fantastic way to raise
awareness about these diverse organizations.

 Religious Events - Many religious holidays and rituals might impact how much time a
person spends at work. Judaism, Islam, Hinduism, and Buddhism are among religions
that may compel an employee to take time from work. Most companies recognize
Christian holidays, but including these others on your calendar promotes inclusion and
encourages employees to respect their coworkers' religious responsibilities.

       2. Be Clear About Training Goals - Many diversity training programs use training
materials without considering the goals they are attempting to achieve. Make your goals as plain
as possible to your employees throughout your diversity training. Consider what you want the
audience to get out of the training, and if at all possible, use materials that include a pre- and
post-test to track progress and success.

       3. Get Support from All Levels - Make sure you have top management's approval before
starting any substantial diversity training efforts. You'll need buy-in from the top if you want to
get the resources you'll need for a successful diversity training program. This endeavor, however,
extends beyond top-down assistance. You should also try to persuade your constituents to
participate in diversity training, persuading everyone, at all levels, that it is in their best interests.
 
      4. Aim for Respectful, Tolerant Behavior - The purpose of diversity training is to
encourage people to work together effectively and productively. It's an important step toward
lowering and/or eliminating many of the obstacles to effective teamwork.
          5. Get the Right Materials for your Audience - Different sorts of training and resources
are needed for different people and workplaces. Instead of attempting to adapt pre-existing
training materials to meet the needs of the audience, take use of the vast array of resources
accessible today and tailor a program to your specific needs. Utilizing modern technologies is
one example. You can play around with a variety of online diversity training programs and
applications. These could be more cost-effective, efficient, and useful when it comes to
supplying the appropriate evaluation tools.

         6. Be Engaging - You must be able to engage employees in order for diversity training to
be successful. Experiment with a variety of methods for engaging your audience, from
interactive learning tools to dynamic, in-person team activities. Diverse training videos can be
beneficial to some audiences.

         7. Post-Assessment - Any diversity training should include a post-training review to verify
that the program remains effective. Keep your options open by responding to the outcomes of
these assessments and curating the ongoing training experience for the benefit of your audience.
   
          8. Diversity Events - Organization-wide awareness should always be a part of diversity
training, which can be accomplished through major diversity events. These activities can result
in increased productivity, better scheduling and holiday planning, and efforts to guarantee that
workplace diversity groups are treated with respect and acknowledgment. Make a note of them
on your calendar for diversity.

          9. Diversity is More Than Just Cultural Facts - To raise diversity awareness, your
training should go beyond a cursory comprehension of cultural differences. Different customs,
appropriate greetings, appropriate holidays or religious periods, and ways of observance are all
vital for promoting awareness and increasing understanding.
 
          10. Be Patient - Being patient while waiting for results is maybe the most difficult part of
any diversity training program. Employees do not get epiphanies during a single training session;
miracles do not happen overnight. Any meaningful change will take time, but in the end, this
shift will pay off handsomely. Make sure your diversity training isn't just a one-time or sporadic
affair. It should be part of a long-term effort that is ingrained in and supported by a range of non-
training initiatives at your business. Affinity groups, mentorship programs, talent development
strategies, and recruitment and retention processes are examples of these.

Diversity skills are necessary for a more inclusive workplace. These abilities enable you to be
more adaptable and understanding of others' diverse needs, lives, and expertise. Diversity skills
can aid in the development of an equity lens, which can help you visualize and support inclusion
in the workplace. Diversity refers to the different characteristics and demographic factors that
make each person unique. Diversity may relate to:

 Age
 Gender
  Sex
 Sexual orientation
 Ethnicity
 Citizenship
 Education level
 Ethnicity
 Skill set
 Family status
 Cultural background
 Workplace responsibilities
 Cognitive disabilities
 Neurodiversity
 Physical abilities and disabilities
 Religious or spiritual beliefs
 Life experiences
 Socioeconomic status
 Mental health
 Marital status
 Military experience

In the job, it's critical to prioritize and develop these abilities. Examine your company's mission
statement to see if it reflects the company's dedication to diversity and inclusion. Consider
forming a special committee made up of various members of the organization to work on
rewriting the mission statement together. Diversity training is an effective technique to improve
your diversity abilities. These could be specific seminars or workshops held at your place of
business to discuss workplace diversity. Passive education can also be beneficial in reminding
everyone of the importance of diversity practices. This might include putting up signs regarding
microaggressions or stereotypes in popular areas. Diversity skills are essential for ensuring that a
company's commitment to diversity and inclusion goes beyond a mission statement. These
abilities aid in the development of a more diverse and inclusive workplace. Diversity skills can
assist ensure that inclusion and diversity become an active and important part of a company's
culture over time.

Here are some other benefits of diversity skills in the workplace:

1. Stronger Workforce - Diverse abilities may aid in attracting and retaining the best
employees. Employees frequently feel more respected and valued when they have these
skills. Overall work satisfaction and turnover rates may improve as a result of this.
2. Increased Innovation - The ability to attract highly talented people from a variety of
backgrounds is aided by diversity skills. This encourages more innovation and creativity
in the workplace. You may start incorporating more diverse groups of people into your
business procedures.
3. Stronger Interpersonal Benefits -  Diversity skills aim to create an atmosphere in which
everyone is accepted and valued. Coworkers may enjoy one other better if they recognize
and celebrate each other's differences. This can aid in the development of healthier
relationships as well as the reduction of workplace stress.
 4. Better Customer Service - Diversity abilities aid in the development of a more
culturally inclusive perspective. This lens may help you comprehend diverse languages,
cultures, and experiences more fully. Your perspective can assist you in better
understanding, appreciating, and serving your clients.

Types of diversity skills

Here are some diversity skills to implement in the workplace:
1. Cultivating cultural awareness and belonging - Cultural awareness and belonging help
each individual feel appreciated, valued, and treated fairly, which are the primary goals of
diversity skills. This lays the groundwork for a more inclusive workplace. It's critical to
cultivate a sense of individual belonging in order to strengthen each person's sense of
belonging to their team and sense of purpose in relation to common goals.

Cultural awareness and belonging aim to help people:

 Feel comfortable at work
 Connect with the people they work with
 Make meaningful contributions
 Understand their own unique strengths
 Respect colleagues
 Treat each other fairly

2. Confronting Bias - Everyone sees the world through a different cultural lens than others.
Our cultural lens is formed by our life experiences and what we learn. However, you
might not be aware of certain of your world perspectives. This is your irrational bias in
action. It's critical that you assess your own cultural lens as well as your unconscious
bias. Bias is based on forming unfounded assumptions about particular groups of people.
You can become more consciously inclusive after identifying and understanding your
own unconscious bias. In order to combat bias, empathy is necessary. Consider how it
might feel to be someone else. This may be unsettling, but it's a good thing to be
unsettled or awkward. This sensation may encourage you to learn and become further.

3.  Mitigating Microaggressions - A microaggression is an accidentally, covertly, or

indirectly discriminating word or behavior directed at a marginalized group or person.
Microaggressions can be overt or covert, and you may not even realize it. They can,
however, have a detrimental impact on the recipients, such as making them feel alienated.
It's critical to call out microaggressions and explain why someone shouldn't do or say
what they did.

4. Combating Stereotypes - Discriminatory techniques often lead to stereotyping. People

form stereotypes about one another based on their previous experiences and perceptions.
People may stereotype others based on gender, age, or ethnicity. The Equal Employment
Opportunity Commission in the United States, on the other hand, forbids most forms of
employment discrimination. People can respect and value one another more if they have
 diverse skills and training. Create opportunities for people from various backgrounds or
departments to collaborate who might not normally work together. Consider forming
affinity groups to bring together people who are like-minded and similar. 

5. Multicultural and multi-ethnic understanding - Understanding other cultures and

ethnicities can help you better understand and respect different groups of people. Their
life experiences, beliefs, and history are all part of this. Greater cultural understanding
and consideration in the workplace can help to build a stronger community and establish
a multicultural perspective. The company's entire commitment to multiculturalism is
strengthened as a result of this. 

6. Openness - Openness is a personality trait that indicates a person's communication style

is "receptive." These individuals have a low level of personality dominance and do not
feel the need to influence others in order to be driven. Employees who can tap into this
spirit of openness can be valuable friends as DEI efforts increase. Instead of each person
worrying only about their own opinions and attempting to persuade others to see things
their way, a workplace that encourages these receptive communication methods allows
multiple perspectives and ideas to be heard in a group. In the end, the goal is to provide
more opportunities for people to voice and apply their different points of view in group
situations. 

7. Flexibility -  No, flexibility does not only refer to a person's ability to do yoga! Rather,
it's a sign of people who have a minimal need for competition to stay motivated and look
to lack grit in their personalities. While a lack of grit or competitiveness may appear to
some to be a bad trait, it just means that this person is more likely to shift what they are
doing in order to focus on something more worthwhile, demonstrating that they are
adaptable to their surroundings. Consider this: When someone can shift their emphasis to
what is best for the team and is also driven by working together to achieve goals, the
group as a whole will be more open to success. This fosters a culture of mutual
assistance, which is crucial. 

8. Social Dexterity - The formation of cliques — tiny social circles meant to exclude those
with various interests and viewpoints — is one way that organizations get cut off from
the principles of DEI in the workplace. Individuals with high degrees of social dexterity,
fortunately, are one of the most powerful tools for breaking through the clique mentality.
These people energize teams by having outgoing personalities and a strong desire to
motivate relationships. When a group with high social dexterity, 'outsiders' are less likely
to be pushed away because the energetic individuals will seek out connections with
everyone. 

9. Emotional Awareness - Emotional awareness, or the ability to make judgments and

behaviors based on how they affect others, is a critical component of social awareness.
 People who comprehend emotional awareness, in other words, have highly empathic
dispositions and are motivated by a need to belong. Individuals who place a premium on
being emotionally aware of others around them will contribute to the empowerment of an
inclusive culture by ensuring that no one is left out. These individuals contribute to
making others feel seen and heard inside an organization by finding ways to allow
everyone in a group to feel as though their thoughts and opinions are being considered.

10.  Curiosity - Critical thinkers are naturally curious, and their desire for variety in their
daily activities motivates them. Curious people ask a lot of questions, and this may be a
beneficial trait when companies try to figure out how to implement DEI efforts that fit
their company culture. Curious thinkers, for the most part, don't want to work with people
who aren't unique. People with various histories, abilities, cultures, and perspectives
energize them instead. By encouraging a learning culture, this serves to enable an
inclusive workplace.

These 10 traits/skills  — Cultivating cultural awareness and belonging, Confronting bias,

Mitigating microaggressions, Combating Stereotypes,Multicultural and multi-ethnic
understanding, Openness, Flexibility, Social Dexterity, Emotional Awareness and Curiosity
— may be the key to unlocking a new era of diversity in the workplace. 

TRAINING NEEDS FOR MANAGERS 

Why do managers need diversity training?
Is it only managers who should be educated on diversity, or should all staff be educated as well?
What advantages does diversity training provide for employees and managers? We're delighted
you've come here if you've heard or wondered about workplace diversity and inclusion.
Workplace diversity training is an important and essential element to any organization's training
program. It not only benefits individuals, but it also has a great impact on your entire company.
We've experienced the value and benefits of diversity training and wanted to share our thoughts.
Continue reading to learn more about workplace diversity awareness and how to implement it in
your organization right away.

The Need for Diversity Training in the Workplace

Diversity training and sensitivity in the workplace are becoming increasingly important.
According to a Glassdoor poll, 57 percent of employees believe their firms should do more to
enhance workplace diversity—diversity is essential to company employees. But how should
businesses go about actively promoting diversity in the workplace? Managers and employees are
one of the earliest and most effective places to start.

Let's take a closer look at why managers and employees need to receive diversity training in the
workplace.

Why Do Managers Need Diversity Training?

In the same Glassdoor survey mentioned above, 45% of employees said that managers were in
the best position to increase diversity.
Think about it for a moment:
  Who interacts with and influences employees regularly?
 Who’s responsible for carrying out the company’s cultural values?
 Who often has an active role in hiring new team members?

The answer to each of these questions is the same: your managers.

Managers are critical to the success of any workplace program, including raising diversity
awareness and expanding diversity in the workplace. But how can managers promote workplace
diversity if they have no idea what it is or how to go about doing so? This is when a little bit of
preparation comes in handy. You're preparing your managers to bring a culture of diversity into
the workplace by giving them diversity training. It will trickle down to your employees as
supervisors emphasize diversity.

Why Do Employees Need Diversity Training?

It's also a good idea to offer diversity training to your personnel. Rather than reacting to diversity
issues as they develop, employers can take proactive measures by providing diversity training to
their staff. It shows employees that you support diversity and will not accept discrimination.
Educating employees about diversity relieves your management of some of their responsibilities.
Managers are the key drivers of diversity, but they can't be everywhere at the same time or in
every dialogue as it happens. When both managers and employees are trained, everyone is on the
same page and can advocate for the same ideals.

There are also many other advantages of diversity training. Keep reading to learn more about the
benefits of diversity programs.

4 Benefits of Diversity Training for Employees

Now that you know more about why diversity training in the workplace is essential, let’s look at
some ways you can benefit from diversity training.
1. Normalizes Diversity - A diversity program for managers and employees, first and foremost,
normalizes diversity. It demonstrates to your team that you value variety. Employees won't
receive the idea that values are essential if you don't talk about them. Similarly, keeping a lid on
certain difficulties might perpetuate them and lead to more serious concerns in the road. Starting
a conversation and including supervisors is the greatest way to start any process. You don't have
to know everything or solve every problem right now. Normalizing difference simply brings
everyone on the same page, allowing for future growth and opportunity.

2. Provides a Space to Learn and Grow - Cultural diversity training in the workplace, like
number one, gives an open invitation for employees to learn and share. A diversity training
program may be their first exposure to diversity for some employees. Perhaps they've never
considered or appreciated the value of variety before. Encourage them to pose questions and
engage in conversation with others. Your instruction will assist them in gaining a better
knowledge of the problem and allowing them to investigate it securely. Others may have had
prior experience with, or even been a victim of, a lack of diversity in the workplace. Your
training program will offer them the opportunity to share their experiences and provide others
with useful information about the problem. One of the key purposes of workplace diversity
sensitivity is to help everyone see, accept, and celebrate one other's differences more clearly.
3. Helps Attract and Retain Employees - Employee hiring and retention are aided by diversity
training in the workplace. Did you know that 78 percent of employees want to work for a
company that values diversity? This figure demonstrates how valuing diversity has a direct
influence on acquiring and maintaining top talent. Hiring and retaining staff are two areas where
businesses spend a significant amount of effort and money. Other aspects play a role in attracting
and retaining good personnel, but increasing diversity within your company is one of them.

4. Benefits Your Bottom Line - Finally, diversity training can help your company's financial
line. Increased innovation, engagement, and revenue in more diverse workplaces and
organizations:

 Companies with above-average diversity in management teams generate 19 percent more

revenue.
 When millennials believe their organization values diversity and inclusion, they are more
engaged.
 Companies in the top quartile for racial and ethnic diversity see a 35 percent increase in
financial returns.
The main goal of developing and executing workplace diversity training is to value individuals
and make the workplace more inclusive. But it doesn't hurt that workplace diversity training
leads to increased profitability.

2.2 DEVELOPMENT APPROACH

        Taking a developmental approach entails getting to know individuals and meeting them
where they are. Diversity and inclusion learning activities should be viewed as opportunities to
develop skills and competencies rather than as one-time events. Diversity and inclusion
practitioners must assess the present level of readiness and understanding inside the company
when focusing on competency growth. If a math student has not yet completed Algebra II, they
are unlikely to enroll in a Calculus course. Similarly, we should engage leaders and organizations
based on their level of knowledge of difference in diversity and inclusion learning and education.
A developmental approach to diversity and inclusion education and learning also necessitates a
long-term commitment to growth. This includes including leaders and participants in self- and
group reflection, immersion opportunities (such as multi-cultural events), cross-cultural
experiences (such as reciprocal mentorship), and ongoing learning opportunities.

       Diversity training will only be as effective as the amount of time and effort put into actually
engaging and changing people's minds. Diverse and inclusive practitioners and leaders must
move away from a one-size-fits-all approach to training and toward a strategy that encourages
developmental and continuing learning in order to create successful programs

Types of diversity training programs/ approach

        Successful diverse training that is effective addresses both the what and the how. What do
you want your staff to know, understand, and be able to perform as a result of diversity training,
and how will you do this? The way you give the information, or how you train people, is just as
essential as the message itself. It makes no difference how brilliant an idea is if it isn't heard. E-
learning provides a number of instruments for communicating the idea that you are all in this
together.
       Diversity training programs often involve one or multiple types of learning activities or
material that you ask your employees to complete. The most common types of diversity training
include:
 Coaching
 Gamification
 Micro-learning
 Peer-to-peer learning
 Hybrid approach
 Mobile Learning

 Coaching - Assigning or hiring an outside coach to assist with individual teams and
personnel is known as diversity coaching. The coach's job is to examine each employee's
personality and motivations and make recommendations for how the team may engage
with those around them more effectively. If you want to handle a problem with a specific
team or group of people, the coaching method is ideal. However, depending on your
resources, scaling to a full corporation can be tough. Consider using this method for
targeted diversity training or as a continuous program that everyone in your company
goes through overtime. 
 Gamification - is a method of encouraging individuals to work together toward a same
objective by using simulated activities, scenarios, or games. This concept is based on the
interactivity of online games, in which players connect with people from all over the
world with little to no regard for their background or cultural heritage. Employees are
given tasks to do as a group with clear directions in these instances. They must then
execute the task with a group of people from various backgrounds, receiving guidance
and support along the way.
 Micro-learning - it can be used in conjunction with other elements of your diversity
training program as a supplement. Long-form training sessions can generate a lot of time
interruption, thus this type of material seeks to decrease that. Break down your diversity
training program's major ideas into manageable, bite-sized lessons that take no more than
5 to 10 minutes to complete. Request that staff complete them at predetermined intervals
throughout a set time period. Microlearning is a fantastic approach to introduce
definitions and concepts, create common goals, and give a gradual drip of information to
keep these concepts top of mind when delivered in conjunction with long-form training
programs.
 Peer-to-peer learning - is a decentralized approach to diversity and inclusion that invites
employees to share their own experiences, viewpoints, and suggestions. Employees are
gathered into a round table conversation with one person acting as the moderator in peer-
to-peer learning. As people tell their tales, that person will ask questions, encourage open
debate, and offer guidance and comments. Finally, the purpose is to encourage all
employees in the room to offer their viewpoints in order to develop a shared awareness of
the numerous contrasts, similarities, and difficulties that may not have been apparent
earlier.
  Hybrid approach - while each of the diversity training program types listed above is
valuable in its own right, you’ll likely need to use a hybrid approach to cover all of your
learning requirements.

 Mobile learning - it is constantly available because so many organizations offer

telecommuting choices with global employers. Employees may access your workplace
diversity training at any time of day, on any device, when they have the time and space to
give it the attention it deserves.

Here's an example of how that can work in practice:

      As an initial training session and introduction to the notion of diversity training, coaching
could be employed alongside peer-to-peer learning. Then, as a follow-up session, gamification
might be utilized to put the theoretical information from the first session into practice. Micro-
learning might then be utilized in conjunction with these training sessions at predetermined
intervals to allow staff to learn the information outside of formal meetings. You can ensure that
vital concepts about diversity and inclusion are given in a secure environment while also
reminding and training individuals in their daily lives by employing this hybrid method.

METHODOLOGY
     Assessing your team's needs, generating materials that represent your training requirements,
delivering workshops and reference materials, and evaluating your efforts are all common steps
in developing a diversity training program for your firm. Companies that use diversity training
programs to promote workplace diversity have higher employee retention rates, better morale,
fewer lawsuits, and better recruiting. 

   A systematic technique of understanding training requirements is known as training

requirement or need analysis. It is carried out in three stages: at the organizational, individual,
and work levels, with each stage being referred to as an organizational, individual, and job
analysis. After these analyses are completed, the results are compiled to determine the training
program's objectives. Any organization that wants to invest in employee training and
development should first understand how to correctly identify and assess training needs. This is
the single most critical factor in assisting executives in closing the gap between current training
and future training requirements. In order for them to be successful, the corporation chooses
assessment methodologies that encompass the organizational level.

Assessment methods

•   Organizational perspective: This type of evaluation focuses on the overall efficiency of the
company. Its goal is to find any gaps and disclose the knowledge and abilities needed to close
them. Organizational assessments look at things like the economy, new environmental policies,
and shifting demographics in the workforce. These evaluations evaluate which portions of the
organization require training and whether the training will address the gaps once it is
implemented.

Organizational Level Assessments

An assessment at the organizational level may entail identifying trends, perspectives, and
features of a company culture that will influence diversity initiatives such as:

 Documentation of hiring processes - Data on hiring, demographics, and other factors

will indicate how important diversity is to executives and frontline managers. This data
may indicate, for example, that focusing training resources initially on leveraging
diversity initiatives toward building training that will promote diversity-oriented
recruiting tied to management success and rewards will be the most beneficial to the firm.
 Current demographics - Analyzing internal data, such as demographics, work settings,
and scenarios, can aid in the development and adaptation of a program to meet the
demands of a given audience (department, location, team, etc.).
 Organizational structure at the leadership level - For example, if a company is divided
by race, gender, and other factors, and white males dominate the top ranks, support for
diversity may be perceived as superficial. In this case, the training assessment may
indicate that focusing on diversity efforts with leaders before providing employee
training will help the firm the best
 Diversity-related complaints -Information about discrimination cases can identify
which parts of a company have diversity concerns while others don't. This might be
effective during the planning process to satisfy the training needs of individuals or
departments.

Diversity Training for Staff/ Employee Awareness in the workplace

This form of training is often provided by the business or required by the employer for all
employees. A "positive environment" training, for example, would convey and educate
employees about various gender identities, sexual orientations, and romantic orientations. There
are many additional issues related to diversity and inclusion that can be taught. Another example
of staff awareness training is informing employees about various religions or caste systems so
that they are aware of them.

Other diversity training topics or courses are –

 Respect
 Unconscious bias
 Cultural competency
 Civility
 Sensitivity
 Creating an inclusive workspace
 Preventing Discrimination and Harassment
 Generational Diversity
 Intentional Inclusion Microaggressions
 Diversity vs. Inclusion Racism
  Culture Diversity. Stereotypes
 LGBTQ+
 Unconscious Bias 
 Bystander intervention
There are many more. If even your minority employees are happy, you have high employee
satisfaction which leads to higher customer satisfaction.

Diversity training for Diversity Leaders

       Those in charge of diversity leadership programs should attend office-based diversity

leadership training. For diversity and inclusion, they are usually managers, directors, or senior
executives. Provide field-based opportunities to analyze diversity and inclusion problems of
practice and develop meaningful responses using multiple frames; Draw on and develop a
critically reflective professional knowledge base that integrates both practical and research
knowledge and links theory with systemic and systematic inquiry; and, Emphasize the
generation, transformation, and use of critically reflective professional knowledge as an
important component of the training

Diversity training for the Hiring Managers 

     Hiring managers might benefit from diversity training as well. An organization's diversity
cannot be achieved solely through education; it must also be achieved by hiring for diversity. I
wouldn't advise hiring managers to recruit for diversity just for the sake of it; instead, they
should employ for the best person without regard for diversity or discrimination.

Methods of delivering Diversity Training - usually there are three main methods for training
delivery.

1. Face-to-face training: is usually more accessible to an in-house training team because

more than half of the scheduled class time is spent in a location such as an office or face-
to-face.
2. Hybrid online: refers to a combination of online and face-to-face training. It works
effectively in some firms since students get to connect with the trainer face to face while
still getting some in-depth information on their own.
3. Fully online: 100% of scheduled class time is spent online. It is the most cost-effective
technique of teaching a big number of employees, but there should be a discussion fo

2.3 ISSUES AND RECOMMENDATIONS

This component of the Training Plan covers any present or prospective training-related
concerns. Also, in this segment, the list of recommendations for resolving each issue, as well as
constraints and limitations will be discussed.

When allocating training resources, most firms prioritize boosting the effectiveness of
training programs. This is unsurprising, as training that is streamlined to save time and money
while delivering on all of its learning promises benefits both managers and learners.

Despite careful resource allocation, many businesses discover that their training is
ineffective (or just partially effective) in meeting their objectives. This is frequently due to a
variety of issues with training and growth. These issues range from time-consuming and
sometimes dispersed personnel to cost containment while enhancing engagement and taking
individual learning preferences into consideration. Below are the issues that may occur before,
during, and even after the training program.

1. Personnel planning moves at a rapid speed.

If job, family life, and a variety of other obligations deplete an employee's energy,
training may exacerbate the problem. Worse yet, meddling with employees' personal time
during training sessions is a proven way to approach (and frustrate) training.

Recommendations:
 Avoid scheduling classroom training on weekends or after work, and keep travel
expenses to a minimum.
 Consider employing a microlearning strategy, in which the company may provide
meaningful and relevant knowledge in the form of little blocks. Simple micro-training
formats such as short movies, checklists, computer graphics, and even gifs make
training more accessible.
 Smart visuals can help you communicate multiple ideas at once. They save time for
students and give them a break from reading emails, reports, and newsletters.
 Wherever possible, prioritize quick and basic evaluations. Employees can get
feedback on their learning progress rapidly as a result of this.
 Adapt your training to mobile devices. Learners may access the LMS and training
materials from anywhere, whether on the train to work or during lunch breaks, thanks
to mobile functionality. This makes training a lot more pleasant.

2. A workforce that is dispersed and scattered.

The rise of remote working and the decentralization of the workforce have posed
new educational and training issues.
For geographically distributed staff, training can be extremely difficult:
misunderstandings are widespread, and cultural differences can even lead to uneven
instruction. Some cultures, for example, are less at ease in online forums than others.

Recommendations:
 Use social media to bring dispersed teams together. Videoconferencing, webinars,
and online forums are easy-to-use tools for fostering trust and empathy among team
members throughout the country (or around the world).
 Use training to clarify communication: Forums and webinars can be utilized to raise
issues and concerns, as well as to share experiences.
 Clearly define training objectives from the start. All members of the team must
understand exactly what is expected of them during the training and how their
knowledge will benefit them in their jobs. Consider creating a "training agreement"
that outlines these objectives and requires each student to sign it as a pledge to
participate in the learning process.

3. Diverse learning styles.

 In a training, teaching 20 people or 2,000 is critical to consider the learner's
preferences and habits to avoid any further training issues.
At least three generations are represented in the current workforce, each having a
unique connection to technology. As a result, if all employees are expected to have the
same technical skills or levels of knowledge, as well as the same learning habits, your
training will be ineffective.

Recommendations:
 Conduct a thorough needs analysis that focuses on determining the learning
preferences of your target audience (especially in terms of comfort with technology).
Use the data to help you plan your training.
 Select software with a straightforward and user-friendly interface (UI). All learners,
not just those who struggle with technology, benefit from the transparent user
experience. Pausing a film or downloading a paper, for example, should always be
simple and straightforward.
 Communication routes that are open (including technical support). Make it easier for
all learners to ask questions and receive both material and technical guidance by
using resources like discussion forums.
 Use a variety of information types, such as videos, written notes, and visuals, to cater
to diverse learning styles.

4. Lack of dedication and commitment.

Cognitive, emotional, and behavioral are all significant in being engaged. Low
information retention, passive learning, and a lack of engagement are all factors that lead
to training and development issues.
Furthermore, without a commitment to learning, behavior modification is
impossible. Furthermore, most learners mentally and emotionally "check" and reject
engagement when training does not seem relevant or required.

Recommendations:
 Incorporate practical learning exercises into your training, such as case studies,
scenarios, role plays, and real examples. These activities encourage learners to
participate in active problem solving and improve cognitive engagement.
 Allow learners to connect informally by using discussion boards and other informal
online places. Learners are more likely to engage emotionally with other learners and
the training process as a result of this.
 Emotional engagement can be boosted by establishing an active learning culture and
making all employees feel a part of it. Increased learning occurs as a result of this
emotional commitment.
 Increase behavioral engagement by communicating learning outcomes upstream. If
learners comprehend the underlying goal, they are more likely to participate in
learning activities.

5. Inappropriate training.
 Many training programs are too generic and don't cater to specific roles or skills
well enough. Generic training, on the other hand, might put a strain on learners' time and
patience by pushing them to participate in content that isn't relevant to them. By this, the
company can be sure that this will lead to additional training difficulties.

Recommendations:
 During training, categorize learning outcomes into critical and pleasurable outcomes
for each position. Use different strategies to motivate learners to engage with content
that is fun to have, such as play through prizes, badges, and points, rather than
making necessary training.
 Use on-the-job training to refresh the abilities or deliver new information when
needed the most.
 Use relevant case studies and scenarios to demonstrate the training program's
relevance to employee roles.
 Conduct post-training feedback surveys to determine what information was most
helpful to learners and where the training program needs to be improved.

The above mentioned possible issues that corresponded by recommendations will be

strictly monitored by the organizers to prevent its occurrence. The company will surely utilize
the proposed recommendation if ever there will be an unexpected situation that will happen
before, during, and after the implementation of this training program about diversity training.

3.2 TRAINING DATABASE

What is a Training Database?

 
Training Databases are storage systems for firms that save information about training,
certificates, and licensures in order to stay relevant on training information. Because these
information systems are valuable in so many different circumstances and in so many different
ways, it's possible that every organization uses some sort of database, even if it's not formally
known as a training database. If nothing similar exists at your place of business, it may be time to
look into putting together a formal system for keeping track of this type of data. Its ramifications
are broader than you might think, especially in regulated businesses, but even in unregulated
ones.

Why is tracking employee training important? 

Employee training management software can aid in the improvement of operations, compliance,
and employee engagement. Employee training tracking software allows you to keep track of how
well your employees are learning. You can see who has completed which modules, how many
modules they still need to complete, and how many employees still need to finish their training.
It also allows you to display everything in an easy-to-understand visual dashboard. You can also
keep track of employee testing to ensure that everyone is on the same page.
Although training your employees can benefit your company, it won't really help anyone if you
don't keep track of everyone's accomplishments. Tracking your employees' training allows you to
be more strategic with your training, making it easier to link your training program to your
company's performance and calculate the return on your investment.

Your company's leaders should also be aware of the training courses that your staff have finished
and the number of hours they have spent on them.

The following are some of the advantages of adopting employee training tracking software.

1. New employee onboarding is made much easier.

The majority of employee training occurs during the onboarding process in most firms. Giving
someone a hefty binder and expecting they'll find time to read it isn't enough for onboarding
training. It also beats cramming a new employee's first week with training sessions with little
context or understanding of how regulations are implemented.

Employee training software allows you to standardize your training for all new workers, ensuring
that they all receive the same knowledge on topics such as workplace bullying, sexual
harassment, and diversity training. Different departments may need their own training courses,
which they can offer without taking time out of their days every time a new employee is hired.

2. Increased compliance and safety.

An employee who has been properly trained is a safe(r) employee. Whether your staff are brand
new or have been with you for 20 years, you can provide them with up-to-date safety training.
Having well-trained workers enhances the quality of your operations while also lowering the
danger of accidents.

You can introduce new safety training content to employee training software and force everyone
to view or read it. After that, have everyone sign it to prove that they've been trained, and
maintain track of all the signatures to ensure that you stay in compliance.

This also diminishes your organization's liability, allowing you to avoid lawsuits. You can
establish that you offered proper training on all safety measures if an employee wanted to sue
after a workplace accident. You can indicate that the person attended the training, took an
evaluation to show that they understood it, and signed their name to prove it.

3. Certifications, licenses, and continuous education. 

Keeping up with certificates, licenses, and continuing education is crucial for many sectors to
maintain their accreditation.

Employee training monitoring software allows you to keep all of your training and continuing
education results in one place. You may even set up automatic reminders to remind you and your
staff when their renewals are due. You can also track completion automatically if you can feed
up the training information directly from your own staff training system.

4. For performance evaluations and promotions, better data is needed.

The most successful businesses provide opportunities for professional development to all
personnel. This on-going training helps you develop leaders from within your organization and
provides you with concrete measurements to understand who is working hard to improve their
skills and who isn't.

Supervisors can create development goals for their staff and track the activities they take to attain
those goals using an employee training system. Those data can even be used for performance
evaluations and promotions.

5. Employee motivation and engagement have increased.

Employees who have access to training and development opportunities feel that they are
changing and developing on the job. This makes people feel valued and instills trust and loyalty
in them. As a result, their motivation and productivity rise. 

How can you make your employee training system more efficient?

We understand the importance of keeping track of your employee training initiatives. What else
can you do to improve the system besides deploying an employee training tracking software
solution? Here are a few suggestions to get you started.

1. Digitize everything and keep it in one place.

Hopefully, your company has already digitized everything else. Is, however, all of the data
dispersed throughout the company in various folders and drives? An employee training software
solution can help you keep track of all your digital training records in one place.

You can keep all of your training data in one secure spot using PowerDMS' training management
software, which is part of a larger policy management solution. You may also use your training
to map policy and accreditation criteria as proof of compliance, ensuring that everything is in
order and that both your rules and your training are up to date.

2. Give employees a sense of accomplishment.

Employee training should not be left only in the hands of managers. Allow employees to access
their own training records and log some of their own hours, particularly for offsite and in-person
training. It also provides individuals a sense of control over their own growth.

This not only distributes the burden of digitizing everyone's information, but it also allows them
to stay on track with their own goals, licensing needs, and employment expectations.

With PowerDMS' employee training tracking software, you can create advanced workflows for
supervisors to approve and verify training. You can even look at the complete document history
to check who has recorded hours and when they last modified their records.

3. Reminders and notifications can be set up automatically.

Your coworkers are in charge of renewing their licenses, not you. However, when it comes to
license renewals and updates, many compliance professionals feel as if they're herding cats.
Particularly since missing a deadline and having a license expire can be detrimental to both the
individual and the company.

You may set up automatic workflows to deliver reminders to employees, supervisors, and HR
managers as needed using employee training monitoring software. Employees can manage their
own license renewals and training, but supervisors and HR personnel will be notified if they fall
behind and require assistance.

4. Integrate with learning tools available online.

Internal online training, such as onboarding and safety training, should be integrated into your
training monitoring software. You'll want to know who's seen the videos, read the courses, and
completed the exams. Without fast forwarding through sections, you want to be able to see when
they performed it and how long it took them. You'd also like to be able to track their evaluation
results.

PowerDMS allows you to run online training courses and track their results all in one place. For
example, in PowerDMS, you might create an annual compliance training course, assign it to all
employees at the same time every year, and track the results to ensure that everyone completed
the course by the deadline. You may even send automatic email reminders to people to remind
them to finish the course.

5. Keep track of as much information as possible.

If you want to be successful in any endeavor, you must track your efforts and outcomes. This is
also true in terms of training and development. Course title, completion date, status, performance
outcome, and so on should all be included in every training record. There may, however, be other
data points to keep track of.

To what policy or guideline does this apply? Do you need to complete any requirements or
follow-ups? What happened and when? Was it a requirement or a choice?

All of these data points, and more, are tracked by PowerDMS' training program. You can also
use feedback surveys, quizzes, and assessments to assess an instructor's or module's performance
by tracking and storing them. This can assist you in identifying areas where content should be
improved or when information is confusing or missing.

6. Make training visible to the leadership.

You may demonstrate the effectiveness of your employee training system by centralizing all of
your training data. All of the data elements can be combined and shown in a visual dashboard
that plots performance metrics, completion rates, compliance rates, and approaching deadlines.

This is especially useful if you're dealing with a specific problem. For example, if there are more
incidences of sexual harassment or safety breaches, your organization's management can
instantly assess if that particular training needs to be improved or refreshed.

It can also aid in the identification of specific training problems. You can identify when an
employee last finished their week-long TPS training if they keep messing up the cover page on
their TPS Report. If you notice that they finished the training within the last few months, you
may want to put them on a performance development plan or require them to repeat it.

3.3 TESTING AND EVALUATION

The training evaluation saves them money and time, which they can put to better use in their
company. This evaluation is used to determine the cost-effectiveness of a training program and
to guarantee that the training can cover competency gaps inside the firm.

Evaluation Criteria for Training

The majority of the evaluation methods and stages are based on Kirkpatrick's Model, which uses
reaction, learning, behavior, and results as core categories to keep an eye on.

 The participant's reaction to whether or not they liked the training course, and if so,
which part was the most fascinating, and if not, why not.
 Learning is concerned with the degree to which individuals received knowledge and the
rate at which they gained it.
 The amount of skill application is measured by behavior, but the impact of skills and
knowledge on the organization's success is measured by results.

Training Evaluation Methods

The methods for assessing training are as follows:

1. Participant response and satisfaction

The most basic metric for determining the effectiveness of any training is satisfaction evaluation.
Typically, at the end of the course, the trainer distributes a survey to test the participants'
reactions. The majority of the time, it answers typical questions like if the participants
appreciated the training or if the trainer was pleasant to work with.

Furthermore, would they want him or her back if another training program was started, or do
they feel it was a waste of time? In most cases, the training assessment ends here because this
technique answers nearly all of the expectations; nevertheless, if someone wants to go deeper,
the other methods can also be used.

2. Acquisition of knowledge
It includes a test as part of the training course to determine how much the participants acquired.
It is true that most participants will take training seriously only if they are aware that they would
be expected to show the principles gained throughout the session.

Participants are required to take the exam following the training in this technique. The instructors
or trainers score the responses and share the information with the students and training managers.
This is done in order to quickly close any gaps in predicted and obtained knowledge.

As the training comes to a close, a comprehensive and valid examination can help determine
whether or not the learner has grasped and retained the concept. It can highlight individuals who
did not benefit from the program, allowing those who did to receive even more support. It can
also point out places where more coaching or training is needed.

3. Application for Behavioral data

The behavioral application of their newly acquired skills is the subject of the third way of
evaluation. It also entails keeping track of how the skills and information are being applied to the
activities, as well as monitoring the changing behaviors. Although the first way of training
evaluation, satisfaction assessment, is sufficient in most circumstances, when behavioral
application is required, it is combined with the first two. 

This method illustrates how well participants apply their newly gained knowledge to real-world
situations and issues. This demonstrates who is using the knowledge, where it is being used, and
for what goals. This can help management avoid making any mistakes.

For instance, before beginning a training program to improve telephone conversion rates, a
corporation could undertake a certain number of surprise calls. In accordance with the course
goals, this response can be recorded and scored. 

Following the training, the same company can conduct the same quantity of mystery calls and
analyse the outcomes to those obtained prior to the training to determine the training's success. 

4. Measuring Improvement in the Business

Almost every organization that organizes training courses has as its major goal the improvement
of a specific business. As a result, once the training is over and the participants are ready to apply
their knowledge to the cause of brand growth, we can judge the success level of a training
program based on the improvement made in that particular field.

For instance, if we use the preceding example of a course to increase telephone conversion rates,
it might be based on objectives such as increasing sales, reducing appointment cancellations,
expanding the lead list, raising conversion rates, and reducing time lag. 

5. RETURN ON INVESTMENT (ROI)

The measurement of return on investment is the last element of our list of training evaluation
methodologies. It discusses the costs and benefits of training. Costs such as course fees, facility
fees, staff management and compensation, time spent training participants, and returns such as
business improvement, improved conversions, and financial gains, both short and long term net
gains

Training Evaluation Stages

Training evaluations are typically carried out in five stages, with all internal and external
elements that may affect expectations and outcomes being considered.

1. Defining the outcomes

Primarily, the output in the form of descriptive data is delivered towards the current batch of
students who will be taking the course. This covers earlier accomplishments documented in
various ways such as charts, graphs, and demographic data.

2. Pre-training Assessment
The previous batches' experiences, as well as information about what they accomplished after
taking the course, are shared with the current batch's participants in this step. The descriptive
data, such as predicted outcomes for the current batch, syllabus, learning demands, and anything
else that might be useful later on, follows.

3. Post-Assessment (reactions)
This is concerned with the participants' reactions to the training experience and includes a
number of aspects such as the trainer's instructional formats, teaching methods, learning
environment, and satisfaction with the instructors and the course itself.

4. Post-Assessment (learning)
The fourth step in the training evaluation process entails a self-evaluation of the level of acquired
information and abilities, as well as their application points and impacts.

5. Following-up
The final stage is to evaluate the training program on a regular basis to ensure that it continues to
produce the desired effects without decreasing or interrupting. This is done so that the course
participants have the impression that they are being trained by the best in the industry.