Tag Archives: patricia berkly

Diversity training programs, discussion on WZBN TV

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Diversity training programs, discussion on WZBN TV

Diversity training programs, discussion on WZBN TV

Diversity training programs, discussion on WZBN TV

Dr. Leah Hollis has appeared on several radio shows national wide to discuss the importance of diversity training programs.  Whether she has appeared on the Jim Bohannon show, Jim Blasingame show or others, diversity training programs which include EEO rules training are the topic which can help organization avoid costly and time consuming workplace discrimination law suits.  Diversity training programs are not just about understanding diverse staff, but diversity training programs from Patricia Berkly LLC also focus on the application of Title VII.  Diversity training programs and EEO rules education are an essential part of managing a compliant business.

This week, Dr Hollis will be on WZBN from Trenton, NJ to discuss diversity training programs and how her book, Unequal Opportunity, which can help managers properly utilize employment law offered in Patricia Berkly LLC’s diversity training programs.   Her conversation with Mark Fontes on WBZN television reviews the record trends in discrimination cases and the urgent need for diversity training programs which include EEO rules training.  Dr. Hollis and her discussion on diversity training programs will also be featured on The Business of Life with Coach Ron.  Diversity training programs were also part of a webinar dealing with workplace bullying. Recently, Dr Hollis brought the need for diversity training programs to West Chester University.  Along with articles in Payscale and AOL Jobs, Dr. Hollis is a leading expert in workplace discrimination who develops diversity training programs that help organizations avoid being the next target of a lawsuit.

Diversity training programs truly affect everyone.  The managers and supervisors can learn a great deal through diversity training programs about discrimination by association and how the Title VII laws are applied to caregivers, aging staff, and those who complain about their civil rights.  Patricia Berkly LLC goes beyond diversity training programs and incorporates those vital rules.  Given the media attention and busy schedule, diversity training programs are clearly needed by organization when they decide diversity training programs that teach the EEO rules can truly benefit their staff. Diversity training programs with EEO rules education should be an essential part of any manager’s training.

Death by Association, Cultural Diversity Training Activities

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Death by Association, Cultural Diversity Training Activities

Death by Association, Cultural Diversity Training Activities

Death by Association, Cultural Diversity Training Activities

Cultural diversity training activities would keep managers and staff apprised of a recent trend in discrimination.  Cultural diversity training activities would remind staff that decisions made by association to a protected class are also actionable under Title VII.  For example,  cultural diversity training activities should educate staff that refusing to hire a woman because of perceived conflicts she might have taking care of her disabled husband is a violation of Title VII.  Cultural diversity training activities would educate staff that penalizing the care giver of a pregnant partner or child is a problem.

Cultural diversity training activities are meant to assist managers from making unlawful assumptions about staff who are associated with family who are protected under Title VII.  Cultural diversity training activities would educate staff that the most frequent occurrence happens in a mixed marriage situation. The white staff member who is penalized for a having a spouse or partner of a different race, or multi racial children should also know through cultural diversity training activities that they are protected if a boss discriminates against them because of the association. Cultural diversity training activities are critical for both the employee and the manager. Cultural diversity training activities should educate beyond social engineering; cultural diversity training activities should include EEO rules updates.

Managers can benefit from cultural diversity training activities. Regular cultural diversity training activities keep an organization up to date regarding discrimination by association.  Other topics of cultural diversity training activities would highlight the baby boomers and the rise in age discrimination. Cultural diversity training activities will update staff on the trends in women holding a majority of American jobs.  Cultural diversity training activities are a necessary part of conducting business and these same cultural diversity training activities are indispensible as cultural diversity training activities which support EEO rules training are critical in keeping organizations safe from discrimination complaints.

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

Diversity training in comapnies, , , , , , ,

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

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

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?

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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.

	

	
	


							


	

		
				

			Discrimination: Some Unusual Cases
		

		
		

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Diversity Training Consultants


 


Diversity Training Consultants Patricia Berkly


 


Diversity Training Consultants Patricia Berkly: Discrimination




 


Diversity training consultants should be prepared to deal with the other side of discrimination.  Diversity training consultants should know that women can be just as sexist as men.  Diversity training consultants should realize blacks can be just as prejudiced as whites. Diversity training consultants are best prepared when realizing human nature drives discrimination. When someone is in power and in the position to harass and discriminate, regardless of race or gender, they still break the law.  Diversity training consultants should be aware of the dynamics of bias and prejudice that manifest in all people.  Diversity training consultants should not rule out the possibility of off color comments from any group.






For example, Dr Hollis, one of the diversity training consultants for Patricia Berkly LLC, recently advised a white staff member who was the target of racism and disability discrimination at a predominantly black organization.  In this case, the diversity training consultants should recognize that the staff was denied promotions and funding for her special population; this treatment certainly smacks of disparate treatment. Diversity training consultants, who are trained to understand the basic human nature of bias, can prepare accordingly. Diversity training consultants then are a resource for all, not just the traditional targets of discrimination.






In terms of bullying, diversity training consultants should learn that often women are some of the biggest perpetrators.  Diversity training consultants should not assume that bullies only come in one shape or size.  Instead, diversity training consultants should be prepared and inclusive in their preparation and presentation.  Diversity training consultants have a responsibility to all participants; and diversity training consultants should recognize their own bias and plan for methods to work through such to better serve all in attendance.






Leah Hollis, Founder and President of Patricia Berkly LLC interview women across all demographics.  In turn, the book, Unequal Opportunity, has become a resource for diversity training consultants to consider the issue of race, age, pregnancy, and gender discrimination. Diversity training consultants can use this book as a resource. Diversity training consultants can also refer HR representative to this information to help them avoid discrimination lawsuits.  Diversity training consultants can find the book on amazon.com or barnesandnoble.com.  Diversity training consultants should remain objective and prepared to address the concerns of the entire audience.