You are your finances to diversity training?

If you plan to spend money on training for diversity, wait! You can spend your money, if you have not already done so, on the basis of each building. If diversity and integration are not in first place in your corporate strategy, slightly changing only one or two days of training. Organizations in all sectors, and do not recognize the error until it is too late. If you want diversity you have, for the diversity of your organization or to avoid cultural misunderstandings that you must have an entrepreneurial culture, enrollment at all levels and in all systems and process analysis. You can all form a great coach, great program, but if people in your organization what it has learned with them (if I still remember), and your organization remains unchanged. To learn more, and reached Resisters naysayers and diversity efforts, it is unlikely that the formation of a multi-faceted approach is required for these people the value of the diversity of their organizations and more people on board, the initiative. Simma \ 's strategies to establish an organization Some of the measures that are necessary for the creation of an organization. Head Start. It is necessary declaration of love and guided by the CEO and others in the executive team. The management of an initiative of cultural diversity and integration of change can not be delegated. Others can help, but must be seen as the tip. This also means, it must also be discussions, debates, newsletters and e-mail. Assess your organization with polls, focus groups and interviews for the strengths, challenges and opportunities for improvement in terms of diversity, inclusion and satisfaction of workers in some sectors. Create a coherent vision and a strategy agreed with the members of the executive team. Know where you go. Involve all levels of management. They must be part of the vision and have a good understanding of the concepts, roles, business and benefits to help the change. The development of a communication and exchange of strategic information and consultation process with the goal of this vision throughout the organization. Send the message in a way that you create, the center director and employees-buy-in. Help them understand how diversity and inclusion / culture change to benefit personal, professional and organization, internal marketing at all levels. Use the results of specific areas for improvement, in most cases, the recruitment, retention, recruitment, retention, promotion and performance evaluation. Check your current organizational culture, and to find solutions for your organization may be one of integration. Define the skills and behaviors, the management needs for the initiative / culture change a success, and success to the diversity of staff. Training for all levels of your company's diversity and inclusion. Definition of a process of accountability at all levels, on progress made in clearing and opinions. The results of the creation, agitation, and makes it exciting (if not fun, is not done) The amount of time for himself and the measures are a function of 'organization and goals, but if you want to go beyond compliance, to hear new ideas and best practices, reducing the diversity and cultural misunderstandings Fehlkommunikation, hire and retain the best of the best in the world, training is not alone. Before you spend your next U.S. dollars on diversity training, ask yourself if you want people to have a good day to learn and remember certain things or do not want the changes are a reference for the organization and the employer of choice.