Question

1. Despite increases in diversity training programs, outcomes are not consistently leading to increases of diversity within upper management. What might be the reason for this phenomenon and how might it be addressed?

Answer 1

The reason why diversity is not consistent among the upper management is due to
-the ineffective training programs which are not designed to have diversity in mind and also lack of proper implementation to get the core problem
-Bias behavior while hiring manager and the skills test or the promotional policy is through favoritism and not work
- Resistance from employees as they at times do not participate and the other times become hostile to idea of bringing change. They feel victims and act anonymously while filling questionnaires
-There is lack of consistency in the training programs and are generally carried out after the problem . Lack of continuity is the reason for the failure
-Lack of good leader in the organisation who themselves are unwilling to change leads to the same environment in the business

Ways to resolve
-Employees should be asked beforehand for diversity training and should be included with their consent
-Training programs should be need based so that specific areas can be focused on
-Training programs should be regular in nature , covering different components of the organisation and should be linked to the pay
-Promotion should be done only on the basis of performance and not favoritism
_ keep updating your diversity training and inclusion programs.