Tag Archives: diversity consultants

Discrimination: Some Unusual Cases

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Diversity Training Consultants

 

Diversity Training Consultants Patricia Berkly

 

Diversity Training Consultants Patricia Berkly: Discrimination

 

Diversity training consultants should be prepared to deal with the other side of discrimination.  Diversity training consultants should know that women can be just as sexist as men.  Diversity training consultants should realize blacks can be just as prejudiced as whites. Diversity training consultants are best prepared when realizing human nature drives discrimination. When someone is in power and in the position to harass and discriminate, regardless of race or gender, they still break the law.  Diversity training consultants should be aware of the dynamics of bias and prejudice that manifest in all people.  Diversity training consultants should not rule out the possibility of off color comments from any group.

For example, Dr Hollis, one of the diversity training consultants for Patricia Berkly LLC, recently advised a white staff member who was the target of racism and disability discrimination at a predominantly black organization.  In this case, the diversity training consultants should recognize that the staff was denied promotions and funding for her special population; this treatment certainly smacks of disparate treatment. Diversity training consultants, who are trained to understand the basic human nature of bias, can prepare accordingly. Diversity training consultants then are a resource for all, not just the traditional targets of discrimination.

In terms of bullying, diversity training consultants should learn that often women are some of the biggest perpetrators.  Diversity training consultants should not assume that bullies only come in one shape or size.  Instead, diversity training consultants should be prepared and inclusive in their preparation and presentation.  Diversity training consultants have a responsibility to all participants; and diversity training consultants should recognize their own bias and plan for methods to work through such to better serve all in attendance.

Leah Hollis, Founder and President of Patricia Berkly LLC interview women across all demographics.  In turn, the book, Unequal Opportunity, has become a resource for diversity training consultants to consider the issue of race, age, pregnancy, and gender discrimination. Diversity training consultants can use this book as a resource. Diversity training consultants can also refer HR representative to this information to help them avoid discrimination lawsuits.  Diversity training consultants can find the book on amazon.com or barnesandnoble.com.  Diversity training consultants should remain objective and prepared to address the concerns of the entire audience.

Costly Remarks

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Diversity Training Consultants

 

Diversity Training Consultants Patricia Berkly LLC

 

Diversity Training Consultants Patricia Berkly LLC: The Milliren Case

 

Diversity training consultants who inform institutions of EEOC rules updates should coach participants regarding hostile environment. Diversity training consultants can help organizations avoid the complaints and court procedures can stem from constant off color remarks.  Recently, the EEOC has filed a case in regard to Kim Milliren who claims that she faced discrimination during a management training program at Schwan’s Home Service.  Diversity training consultants could have helped the company realize that constant remarks and emails about her gender could result in a formal complaint.  Further, diversity training consultants would also help organizations realize that once Milliren complained, retaliation should become a concern. Diversity training consultants can be valuable assets, and a fraction of the cost of defending a case in court.

Diversity training consultants also should consider another aspect of this case, the performance.  Diversity training consultants who offer EEO rules training should inform managers to document everything regarding to performance. Diversity training consultants who focus on the EEO laws can guide organizations through critical procedures in diversity management.  With the proper documents, diversity training consultants would help this organization keep proper files on all employees to defend the charge that the Milliren’s poor performance was occurring after her complaint, thus making it retaliation.

Diversity training consultants who provide proper support find themselves as an invaluable asset.  Diversity training consultants can provide services that not only support an environment and inclusion, but also assist management is proper diversity management.  Diversity training consultants who assist with diversity management be a proactive solution to managers who need to stay updated on the EEO rules and avoid the costly distractions generated by discrimination law suits.

There are other critical points in the Milliren case that diversity training consultants should consider in working with EEO rules training.  There are questions about the statue of limitations, which in this case was 300 days. Diversity training consultants can also review Milliren’s charge of systemic sexism.  Lastly, diversity training consultants would inform all parties that there are no winners.  As this case was just filed July 2011, diversity training consultants can also work with managers during the months or even years that this case grinds on.  Often if one person is complaining, several others might feel the discrimination at the hands of the same manager.  There is always work for the diversity training consultants.

Be Aware!

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Cultural Diversity Training

 

Cultural Diversity Training Awareness

 

Cultural Diversity Training Awareness By Patricia Berkly LLC

 
Cultural diversity training can assist companies in avoiding age discrimination lawsuits. Proper education through engaging cultural diversity training can not only inform organizations of the recent $12 million settlement at 3M, but can also avoid the risks that organizations endure when they ignore the advantages of proper cultural diversity training. It is far cheaper to pay for ongoing and engaging cultural diversity training, than to pay the $6.4 million in legal fees that the 3M case generated.

The risks associated with eliminating cultural diversity training include the low morale lacking productivity that accompanies disenchanted employees. Cultural diversity training can help minimize turnover, and the 30% cost per employee that an organization pays to replace that employee. Cultural diversity training can help avoid the bad publicity and adverse trends when clientele avoid discriminating organizations. The cost is not only in legal fees, but cultural diversity training can educate organizations to avoid this pitfall. In a recent press release, 3M executives admit that now that case is over, the employees can go back to focusing on business and serving customers. If ongoing cultural diversity training is in place, employees can remain focused in their service, instead of enduring the distraction of a costly lawsuit. If managers are informed of the risk exposure when they don’t have cultural diversity training, perhaps the same managers can embrace the positive intervention of cultural diversity training instead of enduring the negative exposure of a discrimination law suit.

All in all, cultural diversity training saves organizations money through the creation of an inclusive environment which yields high productivity. Cultural diversity training is well worth the costs as happy employees generate revenue not law suits. We have never heard of cultural diversity training costing millions of dollars; but unwitting managers who are not educated by cultural diversity training create legal fees when they make discriminating mistakes. In our current economy, it is tempting for employers to cut the most expensive personnel; which often happens to include the older workers over 40. While cultural diversity training will help managers be sensitive, the customized cultural diversity training provided by Patricia Berkly, LLC also includes the real world application of Title VII statues which pertain to race, gender, and religion and age discrimination. When organizations cut their older employees to save a quick buck, they also may open Pandora’s Box to a law suit; trends addressed in cultural diversity training will inform an organization, and hopefully provide them with information to stay out of court.