Sensitivity training or diversity training, there are many names for the same goal: creating a more inclusive workplace that capitalizes on the differences in everyone. There are many different areas of focus in sensitivity training, all focusing on empathy, respect for others and cooperation towards a common goal. This type of training creates more positive and inclusive employees, a more profitable work culture and a more positive work life for all.
There are many areas a sensitivity training must address, that are regulated by federal and state laws. ADA Diversity laws and enforcing guidelines must be followed by all businesses. Severe penalties are in place for those who don’t follow them. Some of these areas include:
- Gender identification
Most cultures have laws and regulations against any type of discrimination in the workplace. However, implicit stereotypes can still affect the business world. An example would be the research and results of studies that are focused on the reactions of employers to the names at the top of resumes of potential employees. Studies have shown that names that sound “black” get fewer call backs than names that sound “white.
All employers must provide a workplace that offers equal employment to all races or places of origin. This is guaranteed by the Civil Rights Act of 1964. This legislation focuses on many different areas of employment.
- Define sensitivity training and its usefulness and necessity in the workplace.
- Identify the benefits for self and the company, in pursuing a sensitivity objective.
- Successfully raise awareness of others.
- Identify different types of stereotypes, their delivery and effects.
- Discuss Human Resources and its best practices to dealing with issues associated with stereotypes.
- Define the steps to handling complaints associated with sensitive issues and stereotypes.
- Describe the pros and cons of being “sensitive”