The Advantages of the Diversity Trainings

free essayDiversity trainings have already become an integral part of the modern businesses considering the accelerated rates of globalization, multiculturalism, and treatment of social and individual differences. To the great extent, the promotion of conscious attitude to diversity is a positive solution, which highly enriches businesses and improves their working performance. However, on the other hand, the ineffective or insufficient implementation of the diversity trainings may lead to the threatening and negative results for the companies and organizations. The human resource department plays a primary role in the enhancement and implementation of the diversity trainings at the workplace. The HR management is responsible for addressing the issues of diversity and introducing relevant solutions.

The diversity trainings offer many advantages for the businesses. First, these trainings highly promote the favorable atmosphere at the workplace and the identification of social and individual differences. According to one of the recent researches, the positive atmosphere at the workplace is an essential condition of the employees’ job satisfaction, fruitful performance, and prosperous results in the business (Anitha 320). The diversity trainings allow the employees to understand social and individual differences, discuss the related topics, and establish the tolerant and respectful attitude to all workers. What is more, since the diversity trainings are conducted in the form of seminars and workshops, they effectively promote interpersonal communication and interaction, which also assists in enhancing understanding of diversities and managing them. Thus, the initial advantage of the diversity trainings is the promotion of positive atmosphere at the workplace through the enhanced communication and collaboration between the employees.

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Second, the diversity trainings are helpful in resolving interpersonal conflicts and working inaccuracies. It is estimated that these trainings help to reduce the level of work-related stress, professional burnout, and employees’ turnover in the business environment (Madera, Dawson, and Neal 28). These findings prove the efficiency and importance of the diversity trainings, which the HR department organizes; the professional trainers usually facilitate them. The explanation is that the diversity trainings help individuals to perceive social and personal differences and learn to react to them appropriately. Very often, the trainings of this type at the workplace lead to the rethinking of personal relations between employees and the change of the existing behavior patterns into more loyal and tolerant ones (King et al. 20). Thus, the diversity trainings assist the employees in ascertaining their relationships with others and improving them respectively.
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Third, the diversity trainings present a key issue of fighting the workplace violence and discrimination. For example, the studies confirm the correlation between the diversity trainings and the level of harassment and discrimination at the workplace (Dipboye, and Colella 117). Thus, regular and professional diversity trainings help to reduce the rates of workplace discrimination or inappropriate behavior (Dipboye, and Colella 120). What is more, the diversity trainings are powerful and effective tools of fighting injustice and intolerance at work. Since the discrimination, abuse, and harassment are the forms of administrative, civil, and even criminal offenses, it is possible to state that the diversity trainings help to promote lawful behavior of individuals.

In addition, a diversity training is an effective method of triggering employees’ motivation and readiness to demonstrate high working results. It is important to note that the diversity trainings provide space for discussing themes and ideas, which are commonly neglected or overlooked. As a result, the employees can get more profound insight into the controversial topics and ambiguous opinions (Celik et al 55). Apparently, the collective discussions and meetings help to improve the interpersonal relations among the employees and create extra incentives, which can guarantee fruitful performance and high productivity. Concerning this claim, it is possible to regard the diversity trainings as the amplifiers of the corporative responsibility and individual motivation at the workplace (Celik et al 56). In case an HR department thoroughly organizes the diversity trainings, and the professional coaches conduct them, they lead to many positive results and outcomes.

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Overall, the diversity trainings at the workplace offer various opportunities and advantages for the businesses. They not only contribute to the development of respectful and tolerant working atmosphere but also promote the ideas of loyalty and understanding. The diversity trainings are also helpful in preventing the cases of workplace harassment, violence demonstration, and discrimination. They promote the respectful behavior and proper attitude to the social and individual differences. Thus, the HR management should consider the implementation of the diversity programs in any business environment.

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The Potential Threats of the Diversity Trainings

There are many positive outcomes of the diversity trainings. However, it is also possible to outline certain drawbacks and threats connected with their usage in the businesses. One of them is the fact that the organizers of diversity trainings may encounter resistance from the employees due to the complicated language and explanations of these events (Van Knippenberg, van Ginkel, and Homan 184). The research by Van Knippenberg, van Ginkel, and Homan (2013) shows that diversity trainings often comprise of complicated sociological investigations, psychological findings, and specific and elaborated vocabulary, which might be unfamiliar for the majority of employees. As a result, many workers refuse to attend diversity trainings due to the impossibility to understand their sophisticated messages. Besides, the fact that the employees cannot understand the messages of the diversity trainings leads to high inefficiency and unproductivity. As a result, the diversity trainings frequently do not reach their target audience or do not fulfil the required tasks.

Second, the diversity trainings may trigger traumatic individual experience or negative recollections. It is true that the topic of diversities may evoke many negative responses and sharp reaction due to the importance of this question (Kunze, Boehm, and Bruch 420). Consequently, the open discussions and direct questions may hurt somebody’s feelings and trigger the negative memories and flashbacks. In such cases, the task of the HR management is to monitor the situation at the workplace and evaluate the potential outcomes of the diversity trainings before their actual implementation (Kunze, Boehm, and Bruch 418). Nevertheless, it is important to remember that the topic of diversities is very vulnerable and ambiguous; thus, its discussion requires the professional support and guidelines.

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It is essential to know that the diversity trainings may trigger the interpersonal clashes between the employees. Not all workers treat the idea of diversity positively and favorably due to the existence of implicit biases, personal attitudes, social stereotypes, and other prejudices (King et al. 10). The task of the diversity trainings is to eliminate these stereotypes and eradicate the influence of the harmful prejudices. However, the HR management should consider the probability of the occurrence of interpersonal conflicts during and after collective diversity trainings. Therefore, another disadvantage of the diversity trainings is the probability of their significant influence on interpersonal working conflicts and clashes.

Finally, the diversity trainings do not provide sufficient practical advice and guidelines regarding the treatment of individual and social differences. In general, the diversity trainings offer the employees the theoretical framework of the concept of diversity in business and ways of its treatment (Wrench 254). As a result, the workers gain the insight into the notion of diversity; however, they still lack competences in treating it and reacting to it. Consequently, in many cases, the diversity trainings happen to be ineffective and useless due to their theoretical orientation and lack of practical recommendations. Therefore, the HR management should satisfy the demand in high quality and professional diversity trainings in order to reach positive and efficient results.

Overall, it is important not to underestimate the negative outcomes and results of the diversity trainings. Without professional coaching and mentoring, the diversity trainings may have threatening effects. For this reason, the HR departments should consider them seriously and pay maximum efforts to maintain the high quality and professionalism of diversity trainings in the business environment.

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In conclusion, the diversity trainings at the workplace can be viewed as a controversial issue due to the fact that they have both positive and negative impacts on the business performance. Among the positive outcomes of the diversity trainings, there is their great role in the elimination of conflicts, the improvement of intercultural competences, the promotion of tolerance, and the reduction of the rates of harassment, violence, and discrimination at the workplace. What is more, the diversity trainings assist in boosting employees’ motivation and job satisfaction. They also reduce the level of job-related stress and professional burnout. At the same time, the diversity trainings may lead to some negative consequences, which deteriorate the business performance in total. They include the promotion of intercultural conflicts, the inability to present their messages clearly, the lack of professional support, and the resistance of the employees. In general, it is possible to conclude that diversity trainings are positive tools in businesses considering the contemporary multicultural business environment. However, in order to prevent the negative outcomes of the diversity trainings, the HR management should pay efforts to monitoring the situation as well as organize them professionally.

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