Tag Archives: corporate diversity training

Hear no evil … speak no evil… Diversity training in companies

August 5, 2011Diversity training in comapniescorporate diversity training, cultural diversity training activities, diversity, diversity training in companies, in companies, patricia berkly, retaliation, trainingleahhollis

Hear no evil … speak no evil… Diversity training in
companies

Diversity training in companies offer FLSA update, Supreme Court rules
written AND oral complaints are valid

Diversity training in companies would help an employee, Aziz as he continues to complain about off color jokes during his staff meetings. Diversity training in companies would explain he feels that his colleagues poke undue fun at his religious head cover. However, week after week, he calmly but directly looks his boss in the eye and reminds him that the jokes are offensive and obviously a show of disrespect for him and his religion. Diversity training in companies would remind his boss that Aziz is clear in his VERBAL COMPLAINT has an actionable issue.

Next, Aziz’s boss meets with HR to request transfer paper work for Aziz . Diversity training in companies would advise to stop from making a critical mistake. Diversity training in companies would show the boss that Aziz has been complaining and ready for a formal complaint The boss believes Aziz is more concerned about his religion than staying on a prestigious project, but diversity training in companies would show the boss that Aziz has a right to his head covering without harassment. Diversity training in companies would alert the boss that a change in hours and project can result in retaliation.
Diversity training in companies would remind Aziz’s boss that this problem will go on for years behind a Title VII charge. Diversity training in companies would show that the organization will be on the hook if the boss and HR allow the transfer to go through.

Diversity training in companies would remind Human Resources that Aziz has still gone on the record verbally about how he is treated because of his religion. Diversity training in companies would show that the boss has set up the organization for a retaliation charge from Aziz. Diversity training in companies will show the organization how to step in to stop the potential costly chain of events.

Diversity training in companies should educate that on March 22, 2011, the Supreme Court ruled that written AND oral complaints are valid under the Anti- Retaliation Provision of the Fair Labor Standards Act. Therefore, diversity training in companies should teach that oral complaints are actionable and Human Resources now must engage in the “he said…she said” dynamic. As with the other changes in Title VII this year,

Diversity training in companies can be well worth time and effort.

What’s The Impact?

July 25, 2011impacts of corporate diversity trainingcorporate diversity training, diversity training, diversity training activities, impacts of corporate diversity training, patricia berklyleahhollis

The Impact Of Corporate Diversity Training

The Impact Of Corporate Diversity Training On Staff

The Impact Of Corporate Diversity Training On Staff By Patricia Berkly LLC

The impact of corporate diversity training is usually apathy from those forced to attend. Many see the impact of corporate diversity training as a free day out of work. Corporate diversity training is sometimes used to meet some regulation, but the true impact of corporate diversity training transcends traditional reflection on who endures workplace discrimination.

An adept trainer creates interactive and positive cultural diversity training activities. We all are either born into a protected Title VII class or we age into it at 40. Therefore, the impact of corporate diversity training should be to educate everyone to not only understand each other, but understand the federal regulations which govern every point of the employment process.

The impact of corporate diversity training should not leave the institution aggravated with time lost participating in these cultural training activities. Further, the impact of corporate diversity training should not be a onetime two hour workshop to attempt to fix an organization’s social ills over a fancy Danish. The impact of corporate diversity training should educate and empower all staff members. Such cultural diversity training activities should provide solutions and customized applications of Title VII.

When cultural diversity training activities are recast to embrace all instead of only validating the disenfranchised, the impact of corporate diversity training can indeed help all staff members. Further the impact of corporate diversity training should include a schedule beyond the workshop to include committees, mentoring, and a review of the positive influence on the organizations strategic mission.

When The Empire Strikes Back

June 2, 2011impacts of corporate diversity trainingcorporate diversity training, diversity training, diversity training activities, impacts of corporate diversity training, patricia berklyleahhollis

Impacts Of Corporate Diversity Training

Patricia Berkly LLC On The Impacts Of Corporate Diversity Training

Patricia Berkly LLC On The Impacts Of Corporate Diversity Training: Retaliation

In 2010, the EEOC reported an all time high number of retaliation complaints from employees. The impacts of corporate diversity training educates employers so they can avoid falling into this trap. The impacts of corporate diversity training could reveal the case of the woman who sued her company and the subsequent case of her fiancé who also had a retaliation claim when he was fired after HER complaint. The impacts of corporate diversity training would highlight that the Supreme Court decided in March 2011, that oral as well as written complaints can invoke a viable retaliation charge. The impacts of corporate diversity training would educate employers, document employment status changes and help the organization to avoid these costly issues. The impacts of corporate diversity training should move beyond feeling good about diverse groups, but educate on how to stay compliant with EEO laws.

Patricia Berkly, LLC has a 72 points risk assessment to highlight the impacts of corporate diversity training. We analyze the risk areas in an organization and help managers be better prepared. The impacts of corporate diversity training should not include putting people on edge; the impacts of corporate diversity training should also include real time education about the ever changing EEO employment policies. In turn, corporate diversity training would save a company money and protect its productivity. The impacts of corporate diversity training are priceless in the face of records numbers of EEO lawsuits. With changes in the retaliation laws in January and March 2011, the impacts of corporate diversity training should keep managers educated and aware of potential law suits.

For example, the impacts of corporate diversity training would let managers know that retaliation is not just about firing a staff member after a complaint. The impacts of corporate diversity training would educate managers to understand that a change in hours, work location, or uncustomarily poor performance appraisal for a complaining employee can also fall under retaliation. The impacts of corporate diversity training can serve to assist supervisors in managing a diverse staff environment. While it might be human nature to lash out at a person who complains, the impacts of corporate diversity training would educate companies of the cost when their empire strikes back.

Care For Our Caregivers

May 31, 2011impacts of corporate diversity trainingcorporate diversity training, diversity training, diversity training activities, impacts of corporate diversity training, patricia berklyleahhollis

Impacts Of Corporate Diversity Training

Patricia Berkly LLC On The Impacts Of Corporate Diversity Training

Patricia Berkly LLC On The Impacts Of Corporate Diversity Training: Fair Treatment Of Care Givers

The impacts of corporate diversity training can result in an organization being more inclusive of caregivers. Title VII makes it illegal to discriminate against women who have care giving responsibilities. The impacts of corporate diversity training can train managers to better understand that denying a woman a job because she intends to have children can result in a lawsuit. The impacts of corporate diversity training can educate managers to avoid the trends of disparate treatment when women step away from career advancement to care for children, the elderly or disabled. The impacts of corporate diversity training would further show that just because a woman has a dual focus of career AND family responsibility, she should not be targeted for lower paying jobs in anticipation of her needing time away from the office.

The impacts of corporate diversity training would also educate managers that sex bias still exists if they discriminate against women with children, while advancing women who do not have children. A better understanding of disparate treatment can be some of the positive impacts of corporate diversity training. In turn, the impacts of corporate diversity training reveal that if one group is treated consistently different than another, (childless women versus women without children), the result is disparate treatment and a potential lawsuit. The impacts of corporate diversity training would help managers avoid discriminatory pitfalls of gender bias.

Race In The Workplace

April 28, 2011impacts of corporate diversity trainingcorporate diversity training, diversity training, diversity training activities, impacts of corporate diversity training, patricia berklyleahhollis

Corporate Diversity Training

Impacts Of Corporate Diversity Training

Impacts Of Corporate Diversity Training On Race In The Workplace

Often the anticipated impact of corporate diversity training is an opportunity to beat up on whites or white men. At times, cultural diversity training activities ostracize whites and white men in particular while many disenfranchised parties retell their stories of marginalization. The impact of corporate diversity training should not alienate any one on staff; instead, the impact of corporate diversity training should begin a dialogue which begins future opportunities to coach and mentor staff of all backgrounds. The impact of corporate diversity training can be about changing the environment to be more productive for all staff members.

An adept trainer can create interactive and positive cultural diversity training activities. In turn, the impact of corporate diversity training should embrace everyone. We all are either born into a protected Title VII class or we age into it at 40. Therefore, the impact of corporate diversity training should be to educate everyone to not only understand each other, but understand the federal regulations which govern every point of the employment process.