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Edd581 indv ar proprosal

Several trainers have been employed by CC's Cosmetology College to conduct "train-the-trainer" diversity training classes for the purpose of building confidence, knowledge, and the skills of those charged with conducting high-impact, relevant, and involved diversity education and training.

The problem is the lack of understanding trainers have regarding workplace diversity and the ability to create an inclusive culture and classroom environment that leads to understanding and implementation of workplace diversity.

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Edd581 indv ar proprosal

  1. 1. Carlos Padilla EDD/581 08/27/12 Dr. Collins Action Research Proposal
  2. 2. Problem Statement The problem with diversity training is the lack of understanding some “train-the-trainer” training facilitators have with diversity and how to fully integrate diversity into the classroom. This creates an environment that is not conducive to meeting the needs of all the learners.
  3. 3. Problem Description Several trainers have been employed by WPX Energy to conduct “train-the-trainer” diversity training classes for the purpose of building confidence, knowledge, and the skills of those charged with conducting high-impact, relevant, and involved diversity education and training. The problem is the lack of understanding these trainers have regarding workplace diversity and the ability to create an inclusive culture and classroom environment that leads to understanding and implementation of workplace diversity.
  4. 4. Purpose of the Project The purpose of this project is to help train the trainer; to create an inclusive classroom environment that leads to implementing diversity in an integrated manner by becoming more aware of learner diversity through heightened awareness of diversity (in the classroom), allowing the facilitator to become a more effective guide with respect to diversity training.
  5. 5. Writer’s Role 1. I relate to this topic because I have had to deal with various misconceptions in the workplace both as an employee, primary among these being ethnicity and sexual orientation. 2. I selected this topic because I believe in creating a company culture that respects and values diversity. A culture that respects the differences and experiences of its workforce regardless of their skin color, sexual orientation, religious beliefs, etc. 3. In my current setting I am employed as a consultant to the Director of Corporate Training and On Boarding services. I am also a former Director of Human Resources.
  6. 6. Problem Documentation  The Director of Human Resources is moving aggressively to diversify both the Tulsa and Denver IT Departments. The Director has asked me to design and implement a “Train-The-Trainer” diversity training program for both the staff and hiring managers of both locations that reflects the diverse makeup of WPX Energy.  A survey instrument will be designed to assess the status of diversity initiatives while attempting to identify state-of-the-art practices relative to diversity training, initiatives, practices, policies, and objectives.  The groups to be surveyed will include the following: IT Staff (Tulsa & Denver); IT Hiring Managers (Tulsa & Denver); Training Dept. Consultants (Tulsa & Denver); Human Resources Staff (Tulsa & Denver)
  7. 7. Diversity Training Initiatives Survey Instrument  The following survey instrument has been designed to assess the status of diversity initiatives at WPX Energy. For purposes of this survey “diversity” is being defined in the broadest sense possible to include differences in age, race, gender, physical ability, sexual orientation, religion, socioeconomic class, education, region of origin, language and life differences. Life differences include but are not limited to, “position in family, job function, rank within the organization, personal, interpersonal, and organizational characteristics.”
  8. 8.  The survey instrument, composed of ten (10) questions, attempts to identify state-of-the-art practices relative to diversity training, initiatives, practices, policies, and objectives. Further, it hopes to explore how diversity is valued, measured, and linked strategically to WPX Energy’s plans for a diverse. Last but not least, this snapshot of diversity will identify unmet needs and make recommendations for next steps in diversity training and implementation of diversity policies and procedures. Your cooperation and completion of this survey is critical to this assessment and to the future of research in this important issue. Please download the attached survey and check all that apply. Thank you.
  9. 9. 1. A gender-based belief is an example of a stereotype? 2. An open door policy is a good way to help diversity work? 3. A training seminar is a good way to promote workforce diversity? 4. Workforce diversity should only be valued by management? 5. A diverse workforce can harm employee morale? 6. Diversity can be a stimulus for one’s intellectual growth? 7. Stereotypes can be positive? 8. Today’s media has little influence on maintaining stereotypes? 9. A company can gain customers because of workforce diversity? 10. Gender sensitivity is not important to promoting workplace diversity? Please email your responses to: Diversity Training Initiatives Survey Instrument True or False?
  10. 10. Literature Review Authors Title Purpose Pertinent Findings Katerina Bezrukova Karen A. Jehn Chester S. Spell Reviewing Diversity Training: Where We Have Been and Where We Should Go Examines the characteristics of the research and the context of training, training design, trainees’ characteristics, and training outputs. Discusses gaps in the literature relative to diversity training and provides suggestions for future research on diversity training. Academy of Management From the Guest Co-Editors: What Do We Know and Need to Learn About Diversity Education and Training? Looking into research related to diversity education in the workplace and in education Section on research and reviews. Looks at the following criteria: Changes in knowledge, attitudes toward diversity, and cultural competency skills. Kenneth P. De Meuse Todd J. Hostager Kathryn S. O’Neill A Longitudinal Evaluation of Senior Manager’s Perceptions and Attitudes of a Workplace Diversity Training Program Researching the outlook of Senior Management toward Discusses the effectiveness of workplace diversity training program Carolyn I. Chavez Judith Y. Weisinger Beyond Diversity Training: A Social Infusion for Cultural Inclusion Do desired outcomes from diversity training bare fruit? Contemporary organizations, in an effort to reap the benefits of a diverse workforce, continue to spend millions of dollars on diversity training despite the tendency of such training to either fail or not derive the expected outcome.
  11. 11. Literature Review Authors Title Purpose Pertinent Findings Loriann Roberson Carol T. Kulik Molly B. Pepper Designing effective diversity training: Influence of group composition and trainee experience Designing effective diversity training programs Research examines how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Felicia Wiltz Patricia Venter Veronica Porter A Workplace Diversity Training and Management Model Evolution of diversity training Speaks about the misconceptions of what diversity means. Lorraine Guitierrez Jean Kruzich Teresa Jones Nora Corondao Identifying Goals and Outcome Measures for Diversity Training: A Mult-Dimensional Framework for Decision-Makers Goal setting Looks at the goal setting process used in developing diversity training and how its effectiveness is assessed Jalal Armache Diversity in the Workplace: Benefits and Challenges Globalization of diversity This article discusses the benefits, challenges, attributes and steps needed to promote diversity in the workplace on a global level
  12. 12. Action Goal  The goal of diversity training is to inform and educate leaders and staff about diversity. The purpose of training is to increase awareness of workplace diversity, as well as to impart knowledge and educate employees to recognize, accept, and respect differences that exist among employees. The overall goal is to create a positive work environment that celebrates and understands diverse differences.
  13. 13. Selected Solutions  Due to the lack of adequate training that the diversity trainer’s receive from the Human Resources “Train-the-Trainer’s” program, an intervention process will be established as a result of this study to demonstrate the skills and techniques required to train incoming staff on the corporate culture of diversity, with the intent of establishing a rudimentary understanding of what diversity is and the role it plays within the corporation.  Trainers will be taught the steps of training new hires about diversity and the importance of comprehending why diversity is important to the company culture.  The target audience are the trainers who train the trainers from Human Resources.
  14. 14. Calendar Plan July, August, September 07/10/12 07/15/12 Initial reflection 07/16/12 07/22/12 Review of literature 07/23/12 07/24/12 Contact WPX Energy, Corporate Training Director to secure permission for study. 07/25/12 07/27/12 Develop observation method; gather resources/materials, prepare questionnaire/surveys. Make arrangements to fly to Denver. 07/28/12 07/29/12 Review materials, follow-up with Training Director, fly to Denver. 07/30/12 08/03/12 Observe Diversity Training at Denver Office. 08/03/12 08/03/12 Open discussion with Denver trainees. 08/04/12 08/05/12 Review notes, journal, and data from Denver training. Leave for Tulsa.
  15. 15. Calendar Plan July, August, September 08/06/12 08/09/12 Observe diversity training at Tulsa office. 08/10/12 08/10/12 Open discussion with Tulsa trainees. 08/11/12 08/11/12 Review video from Denver training. 08/12/12 08/12/12 Review video from Tulsa training. 08/13/12 08/17/12 Interviews with hiring managers, human resources representatives, and recruiters. 08/18/12 08/19/12 Review field notes from 08/13/12-08/17/12 interviews. 08/20/12 08/24/12 Complete data analysis; prepare outline. 08/27/12 09/02/12 Put action research report together. 09/03/12 09/07/12 Complete any revisions; finalize.
  16. 16. Expected Outcomes  The overall goal is to develop trainers that will build the confidence, knowledge and skills of those individuals charged with conducting high-impact, relevant, and involved diversity education and training at WPX Energy.  There are several expected outcomes:  Outcome 1: Bridge the gap as to why some trainers gain benefits from diversity training (trainers), and why some do not.  Outcome 2: Integrate diversity comprehension and training in a way that engages and motivates learning and achievement.  Outcome 3: Use training to help promote knowledge and professional practice using student-centered training.
  17. 17. Measurement of Outcomes  Outcome 1: A five member panel consisting of a representative from Senior management, Human resources, a Department manager, Field manager, and a Diversity training partner will meet with former trainees to ask a series of questions (to be developed by the interviewee). At the conclusion of the question period, all five panel members will meet before a review board consisting of Senior management, Human resources, and the Training Corps., to discuss the results of the interviews and to determine where any gaps, if any, can be bridged.
  18. 18. Measurement of Outcomes  Outcome 2: In order to determine how best to engage trainees, we must first understand what the trainer knows regarding diversity in the workplace. To achieve this, a test (Appendix 1) will be administered in order to assess and measure a trainer’s knowledge of diversity.  Outcome 3: Students will engage in various exercises during diversity training that will assist with promoting diversity-based knowledge and are student-centered.
  19. 19. Analysis of Results  How will I determine is my solution was effective? Through analysis of the surveys and discussions, the review board will determine the skill sets required to create a best practice that will benefit each individual trainer.  How will I present my findings? The interview and survey data will be used to form a descriptive analysis to support the need for more focused training. Findings will be presented in a written format to the review board.  Whom will the findings be presented to? I will present the findings to the review board as requested by Director of Human Resources.
  20. 20. References April, K. & Blass, E. (2010). Measuring Diversity Practice and Developing Inclusion. Ashbridge Business School. Retrieved from =1&cad=rja&ved=0CCUQFjAA&url=http%3A%2F%2Fwww.ashridg Diversity%2520Practice%2520and%2520Developing%2520Inclusio n%2F%24file%2FMeasuringDiversityPractice%26Inclusion.pdf&ei=i yU8UOeRB8GO2AWL24DQDA&usg=AFQjCNGmjDZR5D50TCcSr wSYw2H4xaW0Aw Kane, M.B. (2008) Diversity Interventions – The Crossroads. Retrieved from interventions-crossroads.html Mayhew, R. (2012). How to Measure Diversity in the Workplace. Retrieved from diversity-workplace.html#ixzz24nDH1wkT