Who Can Be A Diversity Trainer and/or Consultant?
It is important to understand that anyone can refer to themselves as diversity consultants or trainers. Consequently, it is not uncommon for people with very little background, academic or otherwise, and very little experience to “slide" into this field. It is imperative that you do your homework before you hire a “diversity professional.”
As a Diversity Consultant and Trainer, I...
- define diversity as all of the ways in which we are different (Diversity Consciousness, p. 1). This encompasses, but is by no means limited to, individual and cultural differences, group and organizational differences, societal differences, and differences in the way we lead, communicate, team, view and manage conflict, and identify ourselves.
- view diversity as an organizational imperative, rather than a legal-driven initiative. As such, diversity directly and indirectly connects to your organization’s bottom line.
- view diversity as potential, rather than an end in itself. By that I mean, we need to develop the skill-set, partnerships, organizational systems, processes, and leadership to bring out and fully utilize the benefits of diversity.
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believe that diversity cannot be analyzed apart from other organizational components, such as assessment, training, recruitment and hiring, performance evaluations and promotions, marketing, customer/client satisfaction, and product design, sales, and service.
With This In Mind, I will tailor my approach to your specific needs and goals. In doing this, we will:
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Establish context. Why training? Why consulting? And why now?
- Assess where you are and where you want to be (short-term and long-term), and determine how you will measure your progress.
- Formulate a plan that focuses on employee satisfaction and productivity, customer/client satisfaction, and operational results.
- Follow through and work together to build support for, clarify, and reevaluate goals, and plan for the future.
As a Diversity Consultant and Trainer, I...
- define diversity as all of the ways in which we are different (Diversity Consciousness, p. 1). This encompasses, but is by no means limited to, individual and cultural differences, group and organizational differences, societal differences, and differences in the way we lead, communicate, team, view and manage conflict, and identify ourselves.
- view diversity as an organizational imperative, rather than a legal-driven initiative. As such, diversity directly and indirectly connects to your organization’s bottom line.
- view diversity as potential, rather than an end in itself. By that I mean, we need to develop the skill-set, partnerships, organizational systems, processes, and leadership to bring out and fully utilize the benefits of diversity.
-
believe that diversity cannot be analyzed apart from other organizational components, such as assessment, training, recruitment and hiring, performance evaluations and promotions, marketing, customer/client satisfaction, and product design, sales, and service.
With This In Mind, I will tailor my approach to your specific needs and goals. In doing this, we will:
- Establish context. Why training? Why consulting? And why now?
- Assess where you are and where you want to be (short-term and long-term), and determine how you will measure your progress.
- Formulate a plan that focuses on employee satisfaction and productivity, customer/client satisfaction, and operational results.
- Follow through and work together to build support for, clarify, and reevaluate goals, and plan for the future.