Employee Training and Development, Cultural diversity, Legal implications (Essay Sample)

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Employee training and development An organization is likely to expand its horizons if cultural diversity is encouraged within it. Providing employees from different backgrounds with a platform to share their ideas and business practices with a company has its advantages. First, it becomes easier for a business to solve the problems affecting it. A company is also likely to keep growing as different ideas that help in its development is brought up. When they are adopted, a company can be able to reach out to other clients who require such services, from those backgrounds and cultures. Adopting new business practices enables a company to reach out to new markets. On the employees’ level, it reduces monotony at the workplace. Employees can undertake new and fun activities that motivate them to work harder and thus be more efficient and productive at the workplace.
Cultural diversity demands that no prospective employee shall be denied an opportunity by their background. This includes race, ethnicity, color, religion, among others. When presented with equal opportunities, people from different cultures can work in the same company and deliver efficiently, as long as they have the required skills. Good performance in the workplace is not informed by a person’s culture. For this reason, it is important to come up with a cultural diversity training course.
Providing a cultural diversity training course is an important thing to do today. This is because of globalization in the world today (Lum & Tehranian, 2006). However, in drafting a good cultural diversity training course, ethics and the law must be followed to the latter. This paper examines the ethical as well as the cultural issues of this work, which comprise of the legal implications in coming up with a training course that deeply talk about culture and the laws regarding set of laws has to be taken care of.
There are legal consequences that come up when one creates a training course that examines culture. First of all, the law prohibits discrimination against employees or customers by their sex, age, culture or religion. Training an organization’s employees in areas of cultural diversity saves an organization from scandals and lawsuits emanating from differences in culture. For example, an employee may discriminate a client by their race. Once the customer files a lawsuit, it will be difficult for an organization to drag its reputation out of the case and blame the individual employee responsible. To avoid this, cultural diversity training is crucial for any company.
Legal implications refer to the results of being involved in an issue, as determined by the law. They can be positive or negative. A positive effect of conducting cultural diversity training is that a company can serve the clients equally. Employees who are taught about the advantages of having a diverse culture at the worker place are more tolerant than those who have not. They can understand that customers are bound to be different. They get to know that the needs of the clients are varied and, therefore, learn to offer the best services to the customers. Clients who are happy with the service delivery of a company are likely to seek more services from the said company. This aids in the retention of customers and more referrals to an organization from satisfied clients.
Another positive impact of cultural diversity training is that it promotes teamwork in an organization. In organizations that are made up of an employee from various backgrounds, teaching the benefits of cultural diversity is crucial. Employees are instilled with more cooperative attitudes. This makes them well-equipped to work towards the set goals. They can relate well despite their social differences at the workplace. Respect is paramount, and when it is present at the workplace, conflict is not likely to emerge. Employees treat each other with respect despite their cultural differences. They learn to appreciate these differences as they come with various strengths. When these strengths are combined, more efficiency leading to high productivity is noted at the organization.
Some laws and regulations need to be adhered to in the creation of a cultural diversity training course. One such law is the law on equality. The Equality Act 2010 should be adhered to. A trainer should aim to impart knowledge to all. There should be no room for discrimination. No one should be treated differently due to their age, gender, ethnicity, race or religious beliefs. The skills that are imparted to people of sound health and body are the same skills that should be given to the physically disabled people. People should not be given conflicting knowledge depending on who they are in the society. A trainer should never withhold information from an individual due to their race (Landau & Beigbeder, 2008).
Another law is the Freedom of Worship. The trainer should not discriminate any trainee by their religion. The trainees should not be given the wrong information about a particular religion. This will enhance discrimination among them. Instead, they should be taught about the importance of cultural diversity. There are a lot of things to learn from each other due to the differences people bear, and this has more advantages than disadvantages when examined from a positive angle.
Demographic diversity refers to the notable differences among a certain population from other groups of people. For example, the demographic population can be made up of people of a particular age group, race or religious faith. Demographic diversity of the workforce in an organization affects planning of different forms of cultural diversity. This happens because everyone demands respect for their culture. Therefore as a trainer, I need to treat each demographic population with equal measure (Landy & Conte, 2010). The impact of demographic diversity in the employee position shows that relationship between the racial and ethnic minorities of the general people involving woman in the high rank positions; manager, is noticed to be negatively regulated in relation the total employee work satisfactions. Racial as well as ethnic classes of employees are mostly satisfied with the positions they hold in any organization. This happens when there is a form of hierarchy with a lot of levels in an organization. In this case, it can be noticed that that there is no high demand in the gender diversity when it comes to job satisfaction that concerns men and woman which are obviously found. Also, the rate of diversity moderates the association of gender diversity, however, when procedures of justice are followed, it will indicate that leadership in an organization puts employees under moderation (Landy & Conte, 2010).
Demographic diversity can also affect discussions on culture if members of a particular group feel that their background is better than that of others. This should be discouraged. Workers should be taught that no culture is superior to another, and neither culture is inferior. The cultures should co-exist in an environment that views them as equal, for this will bring about more advantages to the organization (Landy & Conte, 2010).
There ethical implications that should be considered in creating a cultural diversity training course. Ethics such as equality should be given priority. No culture should be idolized as all are equal. Trainees should not be forced to believe that one culture is superior to another. Instead, they should be taught to understand that diversity...