Most large organizations have made strides to increase diversity in their workforces, and many implement “diversity training” to help their leaders and employees be more aware of the issues faced by a diverse workforce. But too often this training fails to achieve its desired results, and can leave people feeling confused about what concrete steps they can take to benefit from an understanding of diversity.
Part of the problem is that some organizations don’t provide their people with a clear definition of diversity or how it can benefit their bottom lines. According to an article in Training Magazine, the most effective training programs treat diversity as an inclusive process, rather than excluding people who don’t meet the traditional definitions of a diverse person. Essentially, diversity encompasses any dimension that differentiates a person or group from others. This definition includes everyone. Since we are all different from one another, we all contribute our own unique perspectives and abilities.
The key is to educate people about how to leverage these differences for business success.
SOCIAL STYLE describes differences and similarities in people’s natural behaviors and work preferences, with the ultimate goal of teaching people how to manage those preferences for increased productivity and effectiveness. Over many years of practice and research, we’ve found that each Style has specific strengths that help them succeed in their work lives. However, one person’s strengths can be another person’s stress. Success at the team and organizational levels requires people of all Styles to work together, and in order for this to happen they need to understand basic Style differences and how to manage these differences. Regardless of a person’s ethnicity, age, or nationality, he or she will have behavioral preferences that result in a particular SOCIAL STYLE.
This post is an excerpt from a new TRACOM whitepaper on Diversity.