Tag Archives: patricia berkly llc

Costly Remarks

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Diversity Training Consultants

 

Diversity Training Consultants Patricia Berkly LLC

 

Diversity Training Consultants Patricia Berkly LLC: The Milliren Case

 

Diversity training consultants who inform institutions of EEOC rules updates should coach participants regarding hostile environment. Diversity training consultants can help organizations avoid the complaints and court procedures can stem from constant off color remarks.  Recently, the EEOC has filed a case in regard to Kim Milliren who claims that she faced discrimination during a management training program at Schwan’s Home Service.  Diversity training consultants could have helped the company realize that constant remarks and emails about her gender could result in a formal complaint.  Further, diversity training consultants would also help organizations realize that once Milliren complained, retaliation should become a concern. Diversity training consultants can be valuable assets, and a fraction of the cost of defending a case in court.

Diversity training consultants also should consider another aspect of this case, the performance.  Diversity training consultants who offer EEO rules training should inform managers to document everything regarding to performance. Diversity training consultants who focus on the EEO laws can guide organizations through critical procedures in diversity management.  With the proper documents, diversity training consultants would help this organization keep proper files on all employees to defend the charge that the Milliren’s poor performance was occurring after her complaint, thus making it retaliation.

Diversity training consultants who provide proper support find themselves as an invaluable asset.  Diversity training consultants can provide services that not only support an environment and inclusion, but also assist management is proper diversity management.  Diversity training consultants who assist with diversity management be a proactive solution to managers who need to stay updated on the EEO rules and avoid the costly distractions generated by discrimination law suits.

There are other critical points in the Milliren case that diversity training consultants should consider in working with EEO rules training.  There are questions about the statue of limitations, which in this case was 300 days. Diversity training consultants can also review Milliren’s charge of systemic sexism.  Lastly, diversity training consultants would inform all parties that there are no winners.  As this case was just filed July 2011, diversity training consultants can also work with managers during the months or even years that this case grinds on.  Often if one person is complaining, several others might feel the discrimination at the hands of the same manager.  There is always work for the diversity training consultants.

Data Or Common Sense?

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Cultural Diversity Training

 

Impacts Of Cultural Diversity Training

 

Impacts Of Cultural Diversity Training: Patricia Berkly LLC

 

Many of us invest in cultural diversity training as it is the “right thing” to do.  However, so many other decisions are data driven; shouldn’t cultural diversity training also be a data driven decision?  Patricia Berkly LLC has developed a 72 point risk assessment to inform cultural diversity training and EEOC rules education for organizations. Cultural diversity training based on the risk assessment will guide our trainers to focus on gender issues, race issues or other issues which threaten compliance with Title VII.  Cultural diversity training can help stem high turnover, or inform a bully of the litigious risk of being unfair.   The risk assessment also reflects on the cost of defending a lawsuit, and determines the focus of cultural diversity training. Cultural diversity training, when based on analysis can save a company hundreds of thousands of dollars and foster an environment of innovation.

 

Cultural diversity training can help create an inclusive environment, an environment in which people thrive instead of spending company time looking for another job.  Cultural diversity training when based on data driven analysis, can address the specific needs of a company, beyond just feeling good about hosting cultural diversity training.

 

Patricia Berkly’s 72 point risk assessment is a comprehensive assessment which analyzes four sectors of the workplace.  Cultural diversity training which reflects staff behavior can be proactive.  Cultural diversity training which recognizes the psychology of management also protects an organization. Lastly, cultural diversity training which considers the legal cost of being sued and the cost of turnover can be a data driven preventative measure.  In turn, cultural diversity training may be a single session, or cultural diversity training can be a calendar of sessions to truly educate all staff.  In any case, cultural diversity can be based on data; consequently, cultural diversity training is a vital part of any organization’s productive trajectory.

 

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.

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.