Chapter 13 Flashcards
Building Diversity and Competence for Individuals (9 cards)
Diversity competence
A learning process leading to “effectively responding to challenges and opportunities posed by the presence of social-cultural diversity in a defined social system”
Basics for building DComp (Diversity Competence)
- Increase awareness
- Develop skills
- Continuous development
Typical cycle for a diversity training
1) Needs assessment
2) Training development (based on needs)
–Training–
3) Evaluation
Needs assessment
- Who (person analysis): who should be trained
- What (KSAO analysis): create learning objectives
- Context (organizational analysis): Support or resistance with training, fitting with organizational goals and what resources available
Training development
- Awareness training (make people aware)
- Skills training (about the behavior)
Leader skills
Generally what a leader does, how they behave
Leadership
Building your social capital as a leader
Employee Resource Groups (ERG’s)
Interventions to build DComp
- Promote inclusivity
- Can improve business
- BUT: relatively little effect for individuals, legal and risk concerns, confidentiality risk if it is not a safe space, groups can seem exclusive
Recommendations for training DComp
- Develop culture with norms that respect family time and use of available policies
- Identify ways in which work interferes with family concerns
- Train supervisors to develop high-quality relationships with supervees
