The goal of the workshop is to ensure that the participants develop so that they can be competent, understanding, and be able to interact with other people effectively. Developing awareness, increases knowledge, and creates skills that will result into cultural competence empowerment. The cultural awareness training covers two areas: National origin and pregnancy. These two groups are protected under the Title VII of the Civil Rights Act of 1964. Thus, the training will focus on how inclusion of people of National origin and pregnant women reduces discrimination, but promotes diversity in the workplace. Employees need to understand and know what rights they have in the workplace when it comes down to the two situations.
The training workshop will focus on the importance employees’ protection under the Title VII of the Civil Rights Act of 1964 is beneficial. The training will thus include pregnant women and people of National origin. It will also be geared towards the promotion of possible collaboration with diverse others (Bezrukova, Jehn, & Spell, 2012).
This training is deemed necessary because having training skills ensures that the employees have the abilities, skills, and knowledge required when they collaborate with diverse others (Bezrukova, Jehn, & Spell, 2012).
A key goal of the projected training mode is to prevent the eruption of conflicts that could possibly erupt in the workplace. In addition, when the employees are trained on issues related to nation of origin and pregnancy, they become equipped with knowledge that challenges the manner in which they view the world. Moreover, they can deals with issues that seem subjective or emotional in order to promote compliance, justice, harmony, transformation, inclusion, and justice (Bezrukova et al., 2013).
A cultural competence instructor will be required to train the employees. The instructor will cover the areas of pregnancy and nation of origin as they related to the workplace. All the employees will be required to meet in the boardroom for the training. The company will conduct cultural competency training for all employees through the use of multiple techniques. The training will be mandatory and not voluntary. Mandatory training gives the impression that the company is committed to solving the workplace issues by diversity training (Bezrukova et al., 2013). Moreover, it brings the idea that diversity training programs are focused on remedying past discriminations. The mandatory training will ensure that corporate culture is changed in order to make sure that all employees from all nations feel welcome, and people with pregnancy related issues are not discriminated in the workplace. Multiple techniques is composed if more than one learning method.
Training and Assessment
The training will entail the use of diverse training techniques and materials to enhance richness of the content. In particular, the training and assessment will make use of a cultural self-assessment questionnaire, cultural sensitivity, cultural awareness, and communication. The use of cultural self-assessment is required to promote cultural competence training needs. The use of cultural awareness and communication training is to ensure that the shared goals and beliefs of employees are considered (King & Gilrane, 2015). For instance, the employees will be undertaken through a VII of the Civil Rights Act of 1964 on pregnancy. They will be informed that that women affected by pregnancy must be treated the same manner as all employment-related purposes such as medical and insurance benefits. The training will also entail programs national origin and pregnancy on the kind of treatment while in the workplace. Subsequently, the employees will learn on how to react properly react and the manner in which they must act in accord with the organizational culture (Bălaș-Timar, 2014).
It is necessary to evaluate the outcome of the training so as to ensure that the changes imparted on the employees are maximized. The outcomes of the cultural competency training will be measured through self-assessment questionnaire to establish if a quality-oriented organizational culture has been developed (Bălaș-Timar, 2014). Affective learning is to be used to capture changes in attitudes of the employees toward diversity in addition to changes experienced in trainees’ self-efficacy (Bezrukova et al., 2013). The instructor will measure employees’ attitudes towards the inclusion of employees of different nation origin and with pregnancy in the workplace. The self-assessments will improve their ability to include and treat other persons without discrimination. After the evaluation and assessment of the level of cultural competency among the employees, the instructor will establish areas that need to be improved or employees who require further training. After successfully completing the training and assessment, the program will be integrated into larger strategic diversity initiatives of the organization.
The goal of the proposed cultural competency training workshop is to create awareness, increase knowledge and empower two groups protected under Title VII of the 1964 Civil Rights Act. The training shall adopt multiple learning styles and techniques with the aim of preventing conflicts in the workplace. The training will thus encompass cultural self-assessment questionnaire, as well as cultural awareness and communication to promote a shared self belief.
Bălaș-Timar, D. (2014).The quest for organizational cultural competence, pp.309-332.
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been and where should we go? Academy of Management Learning & Education,
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King, E., & Gilrane, V. (2015). Social science strategies for managing diversity: Industrial
and organizational opportunities to enhance inclusion. SHRM-SIOP Science of HR
White Paper Series. Retrieved from http://www.siop.org/SIOP