Trends in global business and job diversity also challenge HR. For example, the cultural attitude towards women in the workforce has led many companies to review their development programs and put women into jobs that were widely occupied by men. The diversity of educational achievements among workers has resulted in companies providing more and more procedural education in reading, writing, arithmetic and English as a foreign language, with a large number of non-English speaking workers in some firms, sometimes teaching materials adapted to the second or third third language.
The proactive personnel department is expanding its programs to include training on diversity issues. Here, the problem is less connected with methods such as role-playing or behavior modeling, and much more with creating sensitivity to diversity in the workplace. For example, a study conducted by a large consulting firm from the United States showed: “Employees are one survey that states:
Cultural diversity skills training in 53% of firms.
Learning through communication in 32% of firms.
Gender education in 42% of firms.
Training homeless in the workplace in 71% if firms.
Sexual awareness training in 15% of firms.
Skills training for people with disabilities in 56% of firms.
Elder is involved in raising awareness in 235 firms.
“Today, the workplace is a melting pot of human differences,” says Mercer Consultant Richard F. Federico, “but companies that use this human mosaic can be an advantage, especially after corporate adjustments, restructuring and reorganization, that they must be sure that they will work, ”he says,“ “The global workforce and teams that are empowered become more loyal”, “Employees need to work closely together, despite the differences, in order to satisfy one Covo diverse customer base. "
