Generational Gap and Gender Parity

The importance of diversity and inclusion in the workplace cannot be overstated. The diversity training program aims to create a culture of respect and acceptance where all employees can feel valued and included. One of the main issues the training program addresses is the generational gap. The training program aims to help employees understand and appreciate generational perspectives and work together effectively. Through manager reports and complaints filed, with people of different age groups working together in the company, performance gaps are formed due to misunderstandings, communication breakdowns, and team conflicts. The performance gap is also present within the organization because of gender stereotypes based on employee complaints. On teams where male team leaders tend to talk over their female co-workers and don’t evaluate their opinion fairly, thus impeding good decision-making and forming a performance gap. The training program aims to promote gender equity and create a more inclusive workplace with equal opportunities to succeed. It will also help employees understand the impact of gender stereotypes and unconscious biases and how to overcome them. The diversity training program will equip employees with the knowledge and skills to work in a diverse and inclusive environment(Greene, 2015). Employees will learn about the benefits of diversity and the impact of their actions on others. The program will also provide practical tools and strategies to help employees communicate effectively, manage conflicts, and promote workplace diversity, and will ultimately address the performance gap.

Investigate the Training Need
Diversity has become a pressing issue in the workplace today (Adam, 2016). Pinnacle Telecommunications have recognized the need to embrace diversity to create a more welcoming and inclusive work environment and correct job performance deficiencies. Through a company-wide survey, the executive staff of Pinnacle finds out that many employees in the workplace suffer from performance issues due to age and gender discrimination. Upon further investigation, first-level managers have received unsatisfactory performance reports throughout the year, and some employees have also filed complaints against other employees regarding gender equity issues. By conducting diversity training, the company is keen on addressing these workplace diversity issues, which will achieve better employee performance on a daily basis, and better aline with company culture.
The Training Required
The training program for diversity will use both off-the-job and on-the-job training approaches to ensure that employees receive a comprehensive and practical training experience. The off-the-job training program will utilize a lecture-based system, where an external diversity training expert will facilitate the program and generate learning reports. The lecture-based approach efficiently delivers information and ensures employees receive a consistent message regarding diversity. The on-the-job training program will use predetermined guidelines, such as a training handbook, with departmental supervisors overseeing the program. The on-the-job training program is essential as it provides practical experience and an opportunity to apply what was learned in the off-the-job training program. The guidelines will ensure that employees clearly understand what is expected of them regarding diversity. By having departmental supervisors as internal subject experts oversee the program and conducting interviews, employees will receive personalized guidance and feedback, which can help to enhance their understanding of diversity. The two approaches aim to provide comprehensive training covering all diversity aspects. Using off-the-job and on-the-job training approaches, the training program can offer an extensive learning experience that caters to different learning styles. The lecture-based process provides a theoretical foundation, while the on-the-job training program offers practical experience. After training, evaluations can be done using a self-reporting approach by conducting organizational surveys and supervisor interviews. Supervisors can also conduct complaint follow-ups and regular performance reivews to evaluate if the performance gap has been mediated.
The Target Audience
The training program helps promote a more productive and innovative work environment that benefits the organization and its employees. The training will be available to every employee and first-level supervisor. Using this hybrid approach, the participants will learn the foundations of workplace diversity issues and the potential benefits of excising a workplace free of prejudice and discrimination and using working diversity as a powerful tool for success. They will also have hands-on experience practicing learned behaviours with reference to a training handbook and continuous feedback from their supervisors and peers on their performance. To sum up, diversity training is essential in creating an inclusive workplace culture that values and respects differences. It gives employees the knowledge, skills, and attitudes to recognize and manage diversity-related issues effectively.
References
Adams, M., Lee Anne Bell, & Griffin, P. (2007). Teaching for Diversity and Social Justice. Routledge. https://www.worldcat.org/title/teaching-for-diversity-and-social-justice-a-sourcebook/oclc/35961359
Gill Kirton, & Anne Marie Greene. (2011). The dynamics of managing diversity : a critical approach. Routledge. https://www.amazon.com/Dynamics-Managing-Diversity-critical-approach/dp/1138786705
Srikanth, M. (2017, February 28). What is Diversity Training? and Why It’s Important. Infopro Learning. https://www.infoprolearning.com/blog/what-is-diversity-training-and-why-it-is-important/