Attentive employers understand the importance of offering training to their workforces on diversity, equal employment opportunity, as well as unlawful discrimination or harassment prevention. Many employers are reviewing and refreshing their training programs considering recent social justice activities and the Black Lives Matter movement, and still, more have issued related public statements regarding diversity, equity, and inclusion. In this section, we will be educating more on the need for Racial sensitivity training in the workplace/office and online training. However, we believe this will help reduce the rate of racial discrimination in the office.
Racial Sensitivity Training Definition
Racial sensitivity training centers on educating employees to be conscious of their attitudes and behavior toward others. This consequently, includes people of different races, colors, genders, religions, ages, abilities, sexual orientations, ethnicities, and other categories. Sensitivity training also teaches employees how to be respectful of people with different experiences, backgrounds, and communication styles.
Why Is Racial Sensitivity Training Important?
Racial sensitivity training shows clients and workers your organisation values diversity and inclusion. This boosts morale and makes a good impression on future and current hires.
Racial Sensitivity in the Workplace
Meanwhile, about 83% of the workforce in the united states comprises people from different races. So there’re no reasons why people should be treated inhumanely based on their skin color, gender, or race. That’s why as an employer you will need an effective racial sensitivity training program. On how your workplace needs to respond to racial diversity. Subsequently, here are simple ways employees can modify their behavior, to foster racial awareness, respect, and inclusion.
#1. Respect
Practicing respect in the office is a good start but firstly, all employees need to make the effort. Especially when interacting with people from a different racial background, respect the difference. For instance, if a coworker has a different ethnicity, unusual accent, or a name that’s difficult to pronounce. Make the effort to respect, and accept differences as equally valid as your own identity.
#2. Avoid Jokes
Most jokes rely on making fun of someone. So, If you’re making fun of race or ethnicity, or nationality, it can only lead to harmful consequences. The safest jokes are always the ones in which people gently drive fun at themselves.
#3. Say No to Stereotypes
The problem with stereotypes is that they can be hurtful – even when intended as a compliment. People often say that African-Americans are great at certain activities, or Asians always excel in a certain area. But even positive, complimentary stereotypes are far from true – and usually frustrate the individual.
#4. Get Cultured
Generally, people are proud of their backgrounds. If coworkers are of a different race or born in another country. Make an effort to learn about their race and background. A diversity calendar is essential for raising awareness of events important to diverse groups.
#5. Include All
As we all have different appearances, so too do we have different worldviews. Whenever making business decisions, involve people from diverse races. Involving team members from all backgrounds will also help ensure that your decisions will be successful in our increasingly multiethnic, multiracial society.
What Are Three Types of Sensitivity Training?
T-group, encounter group, human connections, and group-dynamics training are all variants of sensitivity training, a psychological approach that uses extensive group discussion and interaction to raise self-awareness.
What Is Cultural Sensitivity Training?
Cultural sensitivity training promotes understanding of the complexities of cross-cultural communication, as well as the significance of words, actions, gestures, and body language in establishing connections with other individuals and groups.
Racial Sensitivity Training online
The Racial Sensitivity training online is drawn out through the Diversity & Inclusion Training programs. These consists of three courses:
#1. Workplace Diversity, Inclusion & Racial Sensitivity
This foundational course explains core concepts related to diversity, inclusion, sensitivity, racial bias, and racism. It will also provide practical steps to help employees choose inclusive actions, improve cultural competency and address unconscious bias. The course further emphasizes the role of workplace sensitivity and civility in promoting a respectful culture.
Effective diversity training raises employee awareness of the importance of working together with people from different backgrounds, cultures, and beliefs. Employees learn how to recognize and manage behaviors that can undermine individuals and teams. Along with positive actions that, together with management’s commitment and the right policies. This can also create a culture in which everyone has opportunities to thrive and participate in the organization’s operations and leadership.
Through the racial sensitivity online training. Employees gain a deeper understanding of an inclusive culture’s many benefits and set a positive example for treating everyone with civility and respect.
#2. Unconscious Bias Training
This course focuses on understanding, recognizing, and managing unconscious bias in the workplace, and the relationship between unconscious bias, D&I, and discrimination.
Unconscious bias training is one of the positive steps organizations can take to manage hidden biases and reduce their negative effects on workplace decisions and diversity, equity, and inclusion efforts. Some common examples of workplace bias are believing that male employees are better at physical work, assuming individuals have a particular skill because of their race, or judging an applicant because of their last name or the college they attended.
Research confirms that everyone has unconscious or implicit biases. It’s the way the human brain processes and categorizes vast amounts of information. However, if left unchecked, unconscious biases can lead to unfair or discriminatory behavior with negative consequences. Moreover, as part of a multipronged approach to improving diversity and inclusion. Unconscious bias training can help individuals recognize as well as manage their own biases and create a more inclusive workplace.
#3. Micro aggressions
This course explains what microaggressions are and the effect they can have on others, providing guidance for how to respond to microaggressions in a positive and effective manner.
Microaggressions are everyday verbal, nonverbal, and environmental slights, snubs, or insults. Whether intentional or unintentional, that communicate hostile, derogatory, or negative messages to people based solely upon being members of a marginalized group.
While microaggressions may appear to be harmless or even seem like a compliment (telling a person of color ‘you are so articulate’), they contain demeaning hidden messages that often stem from unconscious biases. Therefore, employees who are frequent targets of microaggressions can experience health problems, burnout, and other negative effects from what’s been called a “death by a thousand cuts.”
And with more employees now working from home, it’s also important to raise awareness that microaggressions can occur on live chats and video meetings, too.
As one of many steps organizations can take to improve workplace culture. Training can motivate employees to recognize microaggressions and respond in ways that can lead to positive change, whether they are a target, a bystander, or a microaggressor.
What Is Sensitivity Training Example?
There is more to sensitivity training than merely attending lectures on topics like sexual harassment prevention led by a single speaker. It also covers training in dealing with challenging individuals, developing emotional intelligence, avoiding gossip, and other such topics.
What Is the Ultimate Goal of Sensitivity Training?
The goal of sensitivity training is to improve workplace relationships and, by extension, productivity. It helps members better themselves and deal with the behaviour of others.
Can I Refuse Diversity Training?
Diversity training may be required by your workplace, but I strongly recommend it. I believe change needs us to learn and grow to make progress in our workplaces and the globe.
Racial Sensitivity
Recent events have brought the concept of racial sensitivity to the forefront, as organizations seek to take meaningful action to keep racism out of the workplace. Whether employees are working from home or back in the office. The ability to show empathy for how others may be experiencing the world is an important step in creating a more equitable and inclusive workplace culture.
Diversity & Inclusion professionals know all too well, the idea of treating everyone with respect and fairness may sound simple, but often individuals fall back on stereotypes and unconscious bias when making workplace decisions, such as who to hire or promote or invite to join a group. If not identified and managed, these behaviors can undermine D&I efforts and lead to claims of discrimination and harassment.
As part of a long-term strategy, sensitivity training can increase employees’ understanding of their role in creating a more equitable workplace for everyone.
Frequently Asked Questions
Why racial sensitivity training is important?
Racial sensitivity training is designed to help people realize how their words, actions, and gestures affect others. The purpose is to make employees more aware of their actions so that they can collaborate to make the workplace a safe environment for all employees, regardless of race or other characteristics.
How do you deal with race diversity in the workplace?
- Continue the conversation.
- Anti-racism should be ingrained in your values, training, and actions.
- Raise awareness.
- To Address Unconscious Bias, Cultivate Diversity.
How do you create a sensitivity training?
- Make certain that those in positions of authority lead by example….
- Set specific goals for yourself….
- Ensure that people are held accountable….
- Examine your own actions and encourage others to do so as well.
- Find out what communication filters you have.
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