Final Project Introduction

The millennium has been marked with rapid technological growth that has impactedglobalization. People can melt boundaries and move from place to place without majorrestrictions. Such movements have promoted integration among people from different ethnic andcultural backgrounds. The effect is also felt in organizations where they experience a diverseworkforce. Therefore, it has to come up with […]

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The millennium has been marked with rapid technological growth that has impacted
globalization. People can melt boundaries and move from place to place without major
restrictions. Such movements have promoted integration among people from different ethnic and
cultural backgrounds. The effect is also felt in organizations where they experience a diverse
workforce. Therefore, it has to come up with ways of ensuring that the human resource in the
company works towards the common goal and that their differences remain minimal. Besides,
gender issues are affecting the workplaces since women have become more empowered unlike
before. However, the ancient stereotype that women are inferior to men might contribute to
unethical practices such as sexual harassment. Therefore, the training program, in this case,
focuses on diversity and sexual harassment in the workplace.
Goals of Purpose of the Project

Diversity Training
The project focuses on implementing a training program that focuses on two key areas;
diversity and sexual harassment. Organizations have realized the need for a diverse workforce.
Therefore, they are establishing diversity and inclusion programs, creating diversity task forces,
and implementing diversity training programs in the workplaces. Training is an effective tool in
promoting diversity since it educates the employees on the merits associated with diversity and
inclusion in the workplace. Training on diversity helps reduce the risk of workplace harassment
and discrimination by raising awareness. The employees are educated on the significance of

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diversity in recruiting and promotion as well as how to avoid stereotypes in the workplace. Some
of the goals of focusing on diversity training include:
Raising Awareness
Diversity training in the workplace creates awareness of the value associated with having
a workforce comprising of people from different cultures, gender, and ethnicity. The goal is
achieved through having interactive videos and other training methods that are relevant and
engaging. Some of the content of this training includes unconscious bias and workplace
sensitivity among others. The training program will enable the organizational workforce to
understand such concepts and how they apply in real-world situations (Ng & Sears, 2020). The
goal of raising awareness will be evaluated through assessing the change of behavior and
attitudes of the employees towards the idea of diversity. An example of a change of behavior is
having a team comprising of people from diverse backgrounds working together to achieve a
common goal. The team should depict cultural competency by interacting effectively.
Inclusion and Workplace Sensitivity
The other goal of the project is to achieve inclusion and workplace sensitivity at the end
of the training. Embracing inclusion involves ensuring that people from the underrepresented
groups in the organization have the opportunity to take up leadership roles and feel valued. The
implication is developing inclusive thinking and inclusive actions which creates a productive
workplace environment (Ng & Sears, 2020). Workplace sensitivity is another important concept
in the training. The goal is to encourage employees to mind about the comfort and differences of
others. Employees develop skills that enhance their decision-making and teamwork by knowing
the unintentional offensive behaviors and attitudes that can cause differences in the workplace.

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The evaluation of this goal will be done by assessing the level of sensitivity and awareness of
individual employees’ behaviors towards others.
Sexual Harassment Training
Organizations have been conducting sexual harassment training for decades. However,
the training had not received much attention until the rise of the #MeToo movement in 2017
where a debate about sexual harassment in the workplace was held openly. Today, sexual
harassment training has become a common method of creating awareness in the workplace.
Although women have become empowered, there still exists some gender stereotypes which
increase their vulnerability to sexual harassment in their work environments. This project focuses
on sexual harassment training where it aims at achieving two major goals including:
Increasing Awareness
Increasing awareness and accuracy in recognizing sexual harassment is one goal of
developing this training program. Training educates the employees about the organizational
processes for handling various types of complaints such as the channels for filling complain and
the procedures for responding to the same (Bagdasarov & MacDougall, 2019). The training also
focuses on sensitizing the employees on the offensiveness of sexual harassment and the extent to
which it can damage the overall operations in the workplace. Achieving this goal will require
implementing a training program that comes in all shapes and sizes. The training methods can
either be traditional such as lectures and role-playing or digital training such as video games
(Blanchard & Thacker, 2019). The training will involve multiple sessions since the subject of
sexual harassment is diverse. Evaluating the effectiveness of this training will be assessing the
trainees at the end of the program using both an open and closed-ended questionnaire.

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Increased Reporting
The second goal of this training program is to encourage people to report cases of sexual
harassment and reduce blaming. Effective training increases the knowledge about sexual
harassment which helps in understanding what constitutes harassment. Besides, it gives the
employees the skills language, and tools to speak out whenever they encounter such problems.
Sexual harassment training increases the probability to identify behaviors that can be considered
sexually harassing especially for men. Such includes unwanted gestures and touching as sexual
harassment. Identifying these behaviors is the first step towards increased reporting about the
same (Bagdasarov & MacDougall, 2019). The success of this training program will be accessed
by considering the number of sexual harassment reports after the training. Such shows that
people are more willing to speak out and report on whatever they are going through in the
organization. Increased reporting can be misinterpreted as a sign of failed training. However, it
shows that more people have recognized the indicators of sexual harassment and the training has
provided a comfortable space for complaints.
Conclusion

The project focuses on two main areas of training including diversity and sexual
harassment in the workplace. The training seeks to achieve two major goals in every area.
Diversity training aims at raising awareness coupled with inclusion and workplace sensitivity.
The sexual harassment training program’s goals and objectives include creating awareness and
achieving increased reporting about the issue in the workplace. Both the traditional and digital
training methods will be applicable in this project. The evaluation will be achieved through
administering questionnaires to access the change of trainee’s behaviors and attitudes after the

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program. Implementing this project will play a significant role in ensuring that individuals
respect their differences and work together towards achieving the organizational goals and
objectives.

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Reference

Bagdasarov, Z., Olson-Buchanan, J., & MacDougall, A. E. (2019). Improving sexual harassment
and sexual assault training effectiveness by aligning training efforts with business
strategy. Industrial and Organizational Psychology, 12(1), 84-88.
Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and
Practices (6th ed.). Chicago Business Press.
Ng, E. S., & Sears, G. J. (2020). Walking the talk on diversity: CEO beliefs, moral values, and
the implementation of workplace diversity practices. Journal of Business Ethics, 164(3),
437-450.

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