What you will learn

Study Workplace Diversity Course; Learn How Workplace Diversity Affects Your Workplace

Find a common ground and learn how to embrace diversity in the workplace. Our Workplace Diversity Course was developed to help you understand what diversity is and how to promote better working relationships in a diverse workforce.

Studying our Workplace Diversity Course will give you an in-depth understanding of diversity. Our comprehensive course will show you how diversity relates to gender, age, linguistic and cultural background, disability, religious belief, pregnancy, and family responsibilities.

Our Workplace Diversity Course will discuss the challenges, and more importantly, the opportunities of having a diverse workforce. It will help you understand the importance of diversity and how you can formulate better policies that address this in your organization.

At Courses For Success, our courses are designed by professionals, for professionals. We maintain the highest level of quality courses to ensure your success. By completing our Workplace Diversity Course, you will be equipped with the right skill-set to ensure you stand out from the competition!

Workplace Diversity Online - Requirements

The Workplace Diversity Online course is designed for people who would like to understand about diversity in the workplace. The course is delivered 100 percent online 24/7 and only takes 6 to 8 hours of study to complete. 

To complete this course, a student must:

• Have access to the internet and the necessary technical skills to navigate the online learning resources
• Have access to any mobile device with internet connectivity (laptop, desktop, tablet)
• Be a self-directed learner
• Possess sound language and literacy skills

Quick Course Facts

1. Course content is structured for easy comprehension
2. Approximately 6 to 8 hours of study is needed to complete the course
3. Registered students gain unrestricted lifetime access to the Workplace Diversity Online Certificate Course
4. All course material is available online 24/7 and can be accessed using any device
5. Study online from anywhere in your own time at your own pace
6. All students who complete the course will be awarded with a certificate of completion

Workplace Diversity Course – Outline

Module One: Getting Started

• Workshop Objectives

Module Two: Understanding Diversity

In this module, we will discuss the basics of diversity and the importance of understanding the concept of diversity.

Related Terms and Concepts

• Ableism
• Affirmative Action
• Ageism
• Anti-Semitism
• Anti-Arab discrimination
• Classicism
• Culture
• Discrimination
• Ethnocentrisms
• Heterosexism
• Minorities
• Multiculturalism
• Racism
• Sexism

The EEOC

The EEOC od the Equal Employment Opportunity Commission was established by Congress in 1964 to enforce Title VII of the Civil Rights Act of 1964. The Act is designed to make employees whole for illegal discrimination – and to encourage employers to end discrimination.

Module Three: Understanding Stereotypes

In this part of the Workplace Diversity Online Certificate course, we will learn to identify any stereotypes a person may have and how to treat each person with respect and diversity.

• Stereotypes vs. Biases
• Identifying Your Baggage
• Understanding What This Means

Module Four: Breaking Down the Barriers

This module discusses how we can get to know people as individuals rather than make sweeping generalizations. It will also help us reduce the stereotypes we hold of others and the stereotypes others hold of you.

Changing Your Personal Approach

We will learn how we could change our personal approach to diversity by using these simple steps.

• Collect information
• Divide out the facts from your opinions, theories, and suppositions
• Make judgment based only on the facts
• Periodically refine your judgment based on the facts
• Try to continue expanding your opinion of the person’s potential

Encouraging Workplace Changes

Diversity initiatives can be started at any level of an organization. To begin this change, below are some tips you should consider.

• Learn about the values and beliefs of others in the organization. Be alert for biases and stereotypes
• Identify ways to value uniqueness among your colleagues
• Watch for changes in relationships. Is there hostility among co-workers? What distinguishing background characteristics do you notice?

Encouraging Social Changes

We will also discuss several suggestions on how to encourage breaking stereotypical barriers.

• Suggest and take steps to implement discussions or workshops
• Investigate the curricula of local schools in terms of their treatment of the issues of discrimination
• Evaluate your buying habits

Module Five: Verbal Communication Skills

This part of the course discusses the difference between listening and hearing. It will also help us understand how proper communication is critical in understanding where it fits into diversity.

Listening Skills

Active listening allows you to fully comprehend what the other person is saying. This is especially important when communicating with a person who has a different accent or perhaps a speech impediment.

Barriers to Effective Listening

We will also discuss some of the barriers to receiving the message, these include:

• The message contents
• The appeal of the speaker
• Any external distractions

Communication at Meetings

Some cultural groups prefer in-person meetings compared to other groups of people who are fine with electronic meetings such as those from North America and Europe.

• Open Questions
• Clarifying Questions
• Closed Questions

Communicating with Power

In this part of the course, we will discuss tips on how to communicate with power. This includes tips on how to communicate effectively with a non-native English speaker. Below are some of these tips:

• Make clear eye contact, right from the beginning.
• Speak a bit more slowly than you normally do so the non-native speaker or hearing impaired person can keep pace with you.
• Enhance your massage with facial expressions that convey emotions such as joy, frustration, fright, or anger.
• Try different words that accomplish the same purpose. Many people from different cultures have a passive knowledge of English gained through the media. Try saying a word slowly or with a different pronunciation.
• Draw a concept if you realize that words alone are not conveying it. Repeat the word or phrase as you draw.

Module Six: Non-Verbal Communication Skills

Non-verbal communications play a great influence on how verbal communications are received. In this part of the Workplace Diversity Online Certificate course, we take a look at the different non-verbal communication skills.

Body Language

This includes gestures, postures, and physiologic signs that act as cues to other people.

Eye Contact

Different cultures and nationalities have their own personal take on the meaning of eye contact.

Gestures

These are motions made by the limbs or body that are used to express a thought or emphasize speech. Included in this module are some tips on how to help you begin the process.

• Breathe from your diaphragm
• Drink plenty of water to stay hydrated; avoid caffeine because of its diuretic effects
• Posture affects breathing, and also a tone of voice, so be sure to stand up straight

Module Seven: Being Proactive

Organization who practice a pro-active approach to diversity have the highest success rate of implementing and enhancing diversity programs. This part of the course discusses how this could be done.

Encouraging Diversity in the Workplace

There are many benefits to encourage diversity in the workplace. Below are some of these benefits:

• Increased productivity
• Fewer lawsuits
• Retention and growth of the business
• Increasing marketing capabilities

Conducting a Diversity Audit

A diversity audit will help an organization gauge their current status. Typical projects that can emerge from a diversity audit include:

• Creation of a corporate diversity policy
• Diversity awareness training

Building a Diversity Training Program

• Why implement a diversity program in the organization?
• The dynamics of discrimination
• Results of the initial diversity audit

Instituting Diversity Recruitment

• Maintain a list of educational institutions with a qualified and diverse student body
• Model the diversity of the organization to potential recruitment sources
• Utilize a diverse recruiting team so that the organization is appealing to candidates
• Perform recruiting outreach in potential recruiting communities

Instituting Diversity Recruitment

To build a diverse recruitment pool, we will also be looking at these initiatives:

• Maintain a list of educational institutions with a qualified and diverse student body
• Model the diversity of the organization to potential recruitment sources
• Utilize a diverse recruiting team so that the organization is appealing to candidates
• Perform recruiting outreach in potential recruiting communities

Preventing Discrimination

To prevent cases of discrimination, here are some of the steps we will be discussing.

• Understand federal laws, and any additional laws enacted in your state.
• Maintain open communications about fairness, diversity, and discrimination.

Policy Development

• Anti-discrimination
• Anti-harassment

Ways to Discourage Discrimination

Organization should implement both formal and informal systems to address discrimination. This should also include hiring policies that promote a more diverse pool of candidates.

• Always work within the framework of federal and state laws.
• Create an atmosphere where protected group members feel comfortable.

Module Eight: Dealing with Diversity Complaints as a Person

Discrimination complaints are allegations made by an employee which concerns cases of unfair treatment based on race, religion, and gender. In this module, we discuss the steps that you should take should this happen.

What to Do If You’re Involved in a Complaint

This include gathering personal information and initial details of the complaint

Understanding Your Role

Submitting the complaint to your supervisor and possible investigation.

Creating a Support System

• Spend time with your family and friends
• Try to enjoy your hobbies
• Listen to your favorite music

Module Nine: Dealing with Diversity Complaints as a Manager

Workplace complaints are usually lodged by employees. However, these can also come from an EEOC, attorney, or the EEOC.

As a manager, you are often the first point of contact when an employee wishes to make a complaint. Because efficient and effective handling of a complaint is an important responsibility, it is critical to understand and follow a careful process.

Recording the Complaint

Upon receiving an employee complaint, schedule a meeting as possible. Take note of all details if this is channeled through a formal complaint. Ensure that the complaint is addressed in a fair, consistent, and objective manner.

Identify Appropriate Actions

For organizations without a designated diversity offer or member of the human resource department, report to your direct supervisor.

Choosing a Path

We will also discuss several action plans which include:

• Participate fully in an investigation
• Continue to monitor the situation in your workgroup
• Report any new complaint information you receive to the diversity officer or human resources representative
• Arrange for a short paid leave for the employee if warranted

Module Ten: Dealing Diversity Complaints as Organization

As an organization, you must take specific actions once a complaint is filed. In this part of the course, we discuss the actions an organization must make once it formally receives a complaint.

Receiving a Complaint

• Treat the person with respect and compassion
• Do not blame or retaliate against the complainer
• Follow documented policies and established procedures.

Weighing the need for an Investigation

The actions can also be based on the severity of the complaint. For simple and straightforward complaint that can easily be resolved, an investigation might not be warranted.

Conduct an Investigation

Here, we will discuss the process of conducting an investigation which include:

• Map out the investigation
• Assemble documents and other evidence
• Plan and conduct interviews
• Review and evaluate the evidence
• Choosing a Response

Take Action

• Warnings to avoid the offending conduct in the future
• Training or educational programs, individually, as a group, or company-wide
• Verbal counseling or warnings
• Suspension
• A corrective action plan or probationary period

Document the Investigation

• Follow Up
• Learning from the Complaint

Module Eleven: Wrapping Up

Recognition & Accreditation

Upon successful completion of this course and achieving a passing score for the assessment, you will be issued with an international continuing education credit (CEU) certificate.

This Certificate is applicable worldwide, which demonstrates your commitment to learning new skills. You can share the certificate with your friends, relatives, co-workers, and potential employers. Also, include it in your resume/CV, professional social media profiles and job applications.

Other Business Communication Leadership Courses

Do you want your staff to communicate more effectively? A business communication course will teach you how to guide them to successful communications.

Section One: Getting Started

• Workshop Objectives

Section Two: Diversity, what is it?

• Group & Discriminatory Terms

Section Three: Stereotypes

• Stereotype or Plain Bias
• Stereotype or Plain Bias
• It Starts With You

Section Four: Tearing Down the Baggage Barriers

• Changing Your Approach
• Workplace Changes
• Social Changes

Section Five: Verbal Communication Skills

• Ten Ways to Listen Better Today
• Asking Questions
• Paraverbal communication
• The Power of Tone
• Communicating With Power

Section Six: Non-Verbal Communication

• Your Body speaks its own Language
• The Signals You Send

Section Seven: Taking a Proactive Approach

• Why a Diversity Audit
• Conducting a Diversity Audit
• Stop Discrimination
• Definitions
• Discourage Discrimination

Section Eight: Coping with Discrimination

• The Warning Signs
• Reprisal Discrimination
• So what should you do?

Section Nine: From a Managers Perspective

• Create Detailed Records
• Next Actions
• Investigate the Complaint

Section Ten: From an Organisational Perspective

• Receiving a Complaint
• Making a Decision
• Document, Document, Document
• The Follow-Up
• Lessons Learned

Section Eleven: Employee Discipline

• How to Prepare & Conduct Disciplinary Meetings
• What to Say When Terminating an Employee

Section Twelve: Wrapping Up

• Powerful Words

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet.

Minimum specifications for the computer are:

Windows:

Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)

All systems

Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

Entry requirements:

Students must have basic literacy and numeracy skills.

Minimum education:

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Device requirements:

Students will need access to a computer/any device and the internet.

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