Category Archives: diversity training programs in companies

What is diversity?

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What is diversity?

What is diversity?

What is diversity?

 

According to the US Census, our community is evolving to be a “minority majority” country.  In several states, minority children are actually in the majority under the age of fifteen.  So just what is diversity?  Diversity is beyond a black and white race issue. Then what is diversity?  It is beyond a man versus woman issue?  What is diversity again?  Diversity is about understanding the different background and experiences of people and embracing those differences? What is diversity? It describes a group of people, whether they are in the same race, gender age or background, but understanding they are all unique individuals. What is diversity? It is the fabric of our schools, communities, and workplaces. What is diversity? It is ubiquitous and constant.

What is diversity management?  Diversity management moves beyond the tolerance that we discussed in the 1990s. Diversity management includes a leader’s understanding of what motivates people from different classes, races, regions, ages and experiences.  What is diversity?  From a leadership point of view, it is also the clear knowledge of Title VII, FMLA, and ADA rules that help a manager not only answer the question “what is diversity” but make decisions properly informed by federal laws.  When a staff member asks “what is diversity” and why is it important, a leader can recognize that diversity is at the root of innovation. What is diversity?  It is the germ of diverse ideas and solutions which emerge from a diverse workforce.  When companies engage different demographics and ages, knowing the answer to “what is diversity” can lead the way to opening a new market share, and creating diverse revenue stream.

So when you think, “What is diversity,” it is the current trajectory of our population.  In regard to business, when we think, “What is diversity,” it is at the root of problem solving and innovation.   What is diversity?  The answer changes in every community.  But the answer to “what is diversity” lies in our ability to embrace difference and respect the civil right of each other. What is diversity?  It is just good business.

Stress and bullying go hand in hand…

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Stress and bullying go hand in hand…

Stress and bullying go hand in hand…

Stress and bullying go hand in hand…

We might have thought bullying was one of those things we endure as kids, but it is no coincidence that during a recession and season of budgets cuts, bullying has taken a serious foothold in schools and in the workplace. Stressful situations breed bullies as it triggers insecurity and the need to have absolute control in these stressful environments. Ironically, the last thing a stressful situation needs is a bully who brings more stress to the environment.

Bullies bring emotional and psychological attacks to staff who then spend time fending off the threat, instead of time focusing on being productive. Why then don’t organizations crack down on bullies if they are so destructive?

1. Bullies are often the boss, welding control, even threatening targets with demotion or job loss if they don’t comply with
unreasonable demands.

2. Organizations often protect their management, even when management is wrong, therefore targets subordinates quietly suffer and plan an escape instead of addressing the problem.

3. Staff often makes excuses: there is not enough time, or not enough energy to address the toxic personality.

Patricia Berkly LLC offers some organizational solutions to help everyone maintain a healthy work environment. The time spent to put protective measures in place will help to maintain quality and productive employees.

1. Establish a culture of zero tolerance with strong anti-bullying policies. Be clear about what behavior is acceptable and the steps the organization will take to protect itself from a bully

2. Follow that policy. Too often organizations craft wonderful policies, yet fail to follow them, or apply them inconsistently.

3. Offer regular and consistent training. With natural attrition, any staff needs training. Such training will also empower staff as a whole to address bullying as the grassroots level.

4. Establish information interviews with staff as a standard operating procedure. In addition to other aspects of the operation
which need attention, this standard procedure could also uncover incivility in your workplace.

Protecting your organization from bullying is everyone’s responsibility. For more information, visit Leah Hollis, the President
and Founder of Patricia Berkly LLC a diversity training and consulting group. Dr. Hollis has conducted several lectures and
assisted clients with this issue. Her group is at www.diversitytrainingconsultants.com –

 

The Perfect Storm… Discrimination, Retaliation, Lawsuit, Settlement

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The Perfect Storm… Discrimination, Retaliation, Lawsuit, Settlement

The Perfect Storm… Discrimination, Retaliation, Lawsuit, Settlement

 

A discrimination law suit is much like a perfect storm… it can come from all four directions, and wreck an entire organization

Let me tell you a story.

Imagine an older staff member has been passed over for a position.  While the organization might have its genuine rationale for choosing the younger candidate, our colleague over 40 is still dismayed.  Perhaps the younger candidate has more direct experience, or more education.  Nonetheless, your older staff member takes issue with being passed over.  He then files an internal complaint that specifically invokes Title VII legislation by stating he feels he was passed over because of his age.

The organization is now at a cross roads.  Whether the complaint is valid or not, our over forty colleague has invoked Title VII protections.  Here is the forecast of the perfect storm.    The organization can get mad, and immediately take a defensive posture, claiming there is no way that age discrimination exists,  simply because there are policies against it.   Nonetheless, the organization conducts an investigation and interviews a number of people.  Once the investigation is complete, the complainant is transferred to another department because his manager doesn’t want to deal with a complainer.

The perfect storm still brews as every single person who participated in that investigation is also protected by Title VII.  The transferred colleague now has a clear retaliation charge; because he was transferred after he made a complaint.  If he views the transfer as a downgrade or unfair change, this age discrimination case now morphs into a retaliation charge.  Further, if the participants in the investigation face adverse employment actions, demotions, transfers, even uncustomary poor performance evaluations, they too will have retaliation charges.  As an organization can see, ill feelings about being passed over have quickly mushroomed into retaliation complaints which can cost easily $75,000 a piece to defend.

While the original complaint of age discrimination might not have yielded a finding in favor of the complaint, if the complaint is mishandled,  the subsequent retaliation charges can embroil an organization for years.   Patricia Berkly LLC helps organizations anticipate these problems and guides managers through sticky situations which can land the organization in court. The recent book Unequal Opportunity, offers details about these types of cases, and  suggests solutions for managers.  Visit www.diversitytrainingconsultants.com for more details.

Diversity Training Programs in Companies and EEO Rules Updates

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Diversity Training Programs in Companies and EEO Rules
updates

 

Diversity Training Programs in Companies and EEO Rules
updates

 

Diversity Training Programs in Companies and EEO Rules
updates

 

Diversity training programs in companies which include EEO
rules training would keep employers up to date on changing EEO rules. Since the
beginning of 2011, there have been five major cases decided at the Supreme
Court level which could be the subject of diversity training programs in
companies . Diversity training programs in companies should update staff on
changes in retaliation definition and the legality of oral complaints.  For example, diversity training programs in
companies would inform management that even an oral complain carries legal
merit. Diversity training programs in companies would also show that “zone of
interest” and common injury in class received major attention in decision. Diversity
training programs in companies can review the Wal-mart case and the American
Stainless case as critical points in rules education.  In short, diversity training programs in
companies are necessary to keep staff and managers up to date on rules changes.
Though many US leaders find that diversity is not a major concern, diversity
training programs in companies would show that workplace discrimination cases
are at an all time high.

 

Diversity training programs in companies need not be dry and
boring. Diversity training programs in companies should be informative and engaging.  Further, diversity training programs in
companies should be up to date and applicable to the client.  For example, diversity training programs in
companies could address age discrimination for organizations with multi-
generational staff.  Diversity training programs
in companies should review the nuances of gender discrimination for a staff
that has such gender diversity.  While many
might think they don’t have the time for diversity training programs in companies
these very diversity training programs in companies can save an organization hundreds
of thousands of dollars.

 

Diversity training programs in companies can also be
supported with up to date texts, such as Unequal Opportunity, a book written
by Patricia Berkly LLC president, Leah Hollis.
The book provides managers with the insight of complainant behavior. As a
result, diversity training programs in companies can rely on this resource to
help organization anticipate problem and minimize the threat.

Fair Employment Act of 2011

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Diversity Training Programs In Companies

 

Diversity Training Programs In Companies: Patricia Berkly LLC

 

Diversity Training Programs In Companies: The 2011 Fair Employment Act By Patricia Berkly LLC

 

Is it a fundamental right to be employed in America?  Diversity training programs in companies inform hiring officers of a new bill which suggests just that.  Diversity training programs in companies educate staff that it might be illegal to discriminate against people due to employment status.  Diversity training programs in companies show that this trend disproportionately affects people of color, women, and those over 50. Diversity training programs in companies would also show that a significant portion of the workforce is without work.  In what has been deemed “The Great Recession,”  diversity training programs in companies keep organizations informed of new trends during the longest jobless rate since World War II.

More people are being fired and laid off. Workplace discrimination lawsuits are at an all time high. Diversity training programs in companies in turn can keep organizations compliant with new laws when the diversity training programs in companies address not only diversity, but when diversity training programs in companies address legislation that protects diversity. With the constantly shifting legislation, diversity training programs in companies can keep organizations out of court, and productive in this very litigious environment.

If passed, the Fair Employment Act of 2011 would expand  Title VII protection to those who don’t have a job. Diversity training in companies would keep organizations from making this discriminatory mistake.  In March 2011,the state of New Jersey has already made it illegal to discriminate against the unemployed.  As this legislation demonstrates, ongoing diversity training programs in companies are needed to help keep us compliant. Sign up for a 72 point Risk Assessment to see the level of risk facing your organization and how diversity training programs in companies and assist your organization.