Tag Archives: diversity training

The 72 Point Risk Assessment

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Diversity Training Programs In Companies

 

Diversity Training Programs In Companies: Patricia Berkly LLC

 

Diversity Training Programs In Companies: Tips To Avoid Lawsuits By Patricia Berkly LLC

 

The flurry of gender and racial discrimination cases often emerge from a hostile work environment.  Diversity training programs in companies can help organizations create inclusive environments which promote good morale and productivity.  Diversity training programs in companies teach managers about diversity and Title VII regulation; these same diversity training programs in companies are proactive measures to support and direct a diverse staff.  Without diversity training programs in companies, managers can make unwitting mistakes which wind up in court.  Instead, diversity training programs in companies help managers.  With every new manager, or update, diversity training programs in companies can empower the organization to stay compliant.

 

Leah Hollis, President and Founder of Patricia Berkly LLC states, “Diversity training programs in companies are the start… other interventions are needed beyond diversity training programs in companies…”  Patricia Berkly LLC has created a 72 point risk assessment to complement diversity training programs in companies.  This risk assessment can help managers know which diversity training programs in companies are needed to better support their environment.  The risk assessment measures corporate culture, the level of cultural diversity training in companies, staff turnover, and financial problems which all attribute to instances of workplace discrimination.  Diversity training programs in companies which are conducted on a regular basis assist managers in creating a positive environment.  Diversity training programs in companies which are informed by the data in Patricia Berkly’s 72 point risk assessment are guided by documented risks to the company. In turn, diversity training programs in companies when coupled with the knowledge discovered in the risk assessment can be a vital tool in protecting an organization from a law suit.

Conversation On Human Trafficking

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Cultural Diversity Training

 

Cultural Diversity Training By Patricia Berkly LLC

 

Cultural Diversity Training By Patricia Berkly LLC: Human Trafficking

 
The EEOC recently filed several suits against organizations engaging in human trafficking. Good cultural diversity training can update employers so they don’t have this problem. Engaging and informative cultural diversity training can help stop trafficking. Cultural diversity training helps managers consider company practices. Cultural diversity training would encourage organizations to look at how they treat their foreign workers. While it would seem cultural diversity training should not be needed to help employers remember to protect basic human rights, that is not always the way in the real world

Cultural diversity training and an interactive policy review is a powerful tool to help organizations stay compliant with Title VII. Cultural diversity training is not as simple as “a point and click” away from compliance in passive online training programs. Cultural diversity training can show how cutting corners with people’s lives and rights, can lead to an organization into court.

Cultural diversity training reminds organizations that even the foreign born have a right to complain about their civil rights in America. In this recession where companies may be quick to save a buck with cheaper labor, companies still need to consider cultural diversity training as the cost of business to avoid costly lawsuits. Cultural diversity training would remind employers not to confiscate the passports of foreign born employees. Cultural diversity training would reflect on the conditions, and work environment of workers. Cultural diversity training would engage managers and help them develop strategies to protect the organization. Even foreign employees who work on American soil are protected. In 2006, 52 males recruited from India were awarded $1.2 million for the mistreatment they received from John Pickle Co. Cultural diversity training would demonstrate protected classes based background, race, ethnicity, gender and religion have a right to pursue their civil rights, if they were not born in America.

The Right To Pray

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Cultural Diversity Training

 

Cultural Diversity Training With Patricia Berkly LLC

 

Cultural Diversity Training: Patricia Berkly LLC On Religious Rights

 
Cultural diversity training should be ongoing, and interactive.  Cultural diversity training that allows staff to sit back and “point and click” its way through training will give a false sense of knowledge and security for the organization. Instead cultural diversity which addresses retaliation, unequal pay, pregnancy discrimination and faith based requests can help staff stay productive.  At times, cultural diversity training seems to be a burden, but the few hours spent on interactive cultural diversity training, can avoid months of time lost in costly litigation.

Several religions, Hinduism, Islam and Buddhists have sacred pilgrimages for devote followers.  Cultural diversity training would educate an employer to understand that denying an extended vacation for pilgrimage can leave the employer praying the employee doesn’t sue.  Cultural diversity training is not meant as a scare tactic or finger pointing activity for the employer.  Cultural diversity training keeps an organization updated on EEOC trends and policy updates.  Cultural diversity training also helps managers be more sensitive to their staff and the legal ramifications for being too narrow minded about requests.

Be Aware!

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Cultural Diversity Training

 

Cultural Diversity Training Awareness

 

Cultural Diversity Training Awareness By Patricia Berkly LLC

 
Cultural diversity training can assist companies in avoiding age discrimination lawsuits. Proper education through engaging cultural diversity training can not only inform organizations of the recent $12 million settlement at 3M, but can also avoid the risks that organizations endure when they ignore the advantages of proper cultural diversity training. It is far cheaper to pay for ongoing and engaging cultural diversity training, than to pay the $6.4 million in legal fees that the 3M case generated.

The risks associated with eliminating cultural diversity training include the low morale lacking productivity that accompanies disenchanted employees. Cultural diversity training can help minimize turnover, and the 30% cost per employee that an organization pays to replace that employee. Cultural diversity training can help avoid the bad publicity and adverse trends when clientele avoid discriminating organizations. The cost is not only in legal fees, but cultural diversity training can educate organizations to avoid this pitfall. In a recent press release, 3M executives admit that now that case is over, the employees can go back to focusing on business and serving customers. If ongoing cultural diversity training is in place, employees can remain focused in their service, instead of enduring the distraction of a costly lawsuit. If managers are informed of the risk exposure when they don’t have cultural diversity training, perhaps the same managers can embrace the positive intervention of cultural diversity training instead of enduring the negative exposure of a discrimination law suit.

All in all, cultural diversity training saves organizations money through the creation of an inclusive environment which yields high productivity. Cultural diversity training is well worth the costs as happy employees generate revenue not law suits. We have never heard of cultural diversity training costing millions of dollars; but unwitting managers who are not educated by cultural diversity training create legal fees when they make discriminating mistakes. In our current economy, it is tempting for employers to cut the most expensive personnel; which often happens to include the older workers over 40. While cultural diversity training will help managers be sensitive, the customized cultural diversity training provided by Patricia Berkly, LLC also includes the real world application of Title VII statues which pertain to race, gender, and religion and age discrimination. When organizations cut their older employees to save a quick buck, they also may open Pandora’s Box to a law suit; trends addressed in cultural diversity training will inform an organization, and hopefully provide them with information to stay out of court.

77 Cents For Mom? Cultural Diversity Training Can Help….

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Cultural Diversity Training

Cultural Diversity Training And Mothers Day

Cultural Diversity Training And Mothers Day By Patricia Berkly LLC

 

When we discriminate against women, we discriminate against mom, our aunts, our sisters, our daughters.  Cultural diversity training can help organizations recognize the unfair practice of unequal pay and help mom receive the paycheck she has earned.  Cultural diversity training may discuss that 36% of women have bachelor’s degrees compared to 28% of men.  Cultural diversity training may also discuss that women are only 1 in 10 in the board room even though women are outpacing men in all levels of higher education. Therefore, cultural diversity training can help organizations capitalize on the resources of ALL employees.  Cultural diversity training is even more significant when cultural diversity training extends past workshops to activities woven into standard operating practice throughout the year.

Think of your own childhood, many of which are punctuated with single mothers; many would not need cultural diversity training to remember the struggle many moms endure to put food on the table. Cultural diversity training can also help eliminate stereo types about what kinds of jobs women can hold.  Equal pay for women means they are on the same financial footing with men for the same work. Cultural diversity training would also remind us that women have the same financial responsibilities as men. Cultural diversity training can make a staff sensitive to the disparity of pay and how that truly has an impact on organization productivity and to American families.    Cultural diversity training should go beyond the two hour workshop; cultural diversity training should also include programs to mentor all staff, women included.  Mentoring programs that are incorporated into cultural diversity training can assist organizations in developing programs that provide equal access to women to leadership and executive opportunities.

Cultural diversity training can be an excellent way to show men and women executives that an inclusive environment is a more productive environment.  Cultural diversity training will show that when we embrace a diversity of ideas from different backgrounds and experiences, organizations are better equip to compete nationally and globally. Cultural diversity training programs can set models, create practices and educate managers and policy makers.  Further, cultural diversity training can assist executives in a way that helps them avoid being the next in the rash of unequal pay law suits.  In short, cultural diversity training is not only part of the cost of doing business, cultural diversity training also levels the playing field for mom who only wants equal pay for equal work. You wouldn’t be unfair to your mother; we shouldn’t be unfair to all those women who are struggling trying to make it better in raising the next generation.  As we celebrate Mother’s Day, remember when we discriminate against mom, we discriminate against ourselves.