Diversity and the Role of Human Resources

Name: Diversity and the Role of Human Resources
Author: Marcella McCurdy

Learn how human resources can influence workplace diversity

Preview the first lesson free — get full access to all 6 lessons.

Course: On-Demand

Welcome to KnowledgeCity's course on diversity and the role of human resources. In these lessons, you'll learn about diversity management and its role in human resources. We'll also cover structural bias, launching diversity initiatives, and diversity management strategies and plans. You'll also learn how diversity management can benefit your organization. What is diversity management? According to the Oxford reference on organizational behavior, diversity management means managing a workforce that comprises people of varying age, race, ethnicity, gender, disability, religion, or cognitive ability. In our diverse world, diversity management can be imperative for business operations. Society is rapidly changing and its workforce is changing along with it. There are currently five generations in the workforce. According to the Society of Human Resources Management, the five generations in the workplace are traditionalists, born 1927 to 1945. Baby boomers, born 1946 to 1965. Generation X, born 1966 to 1980. Millennials, born 1981 to 1996. And Generation Z, born 1997 and onward. Diversity management can help businesses tap into multicultural markets and various customer bases. For example, a company can tap into multicultural markets by creating an employee or business resource group. A resource group is a group of employees from different areas of the organization that share a similar race, culture or gender. Some common examples include black resource groups, asian resource groups, or women's resource groups. These groups can meet to discuss ideas of how the company can improve its marketing to diverse groups. Some organizations even send these resource groups to festivals and events to recruit new employees and build relationships with ethnic communities. A company can also create a branding strategy and core values that attract diverse clients and employees. With these practices, leaders who manage diverse teams can empower the employees to have new ideas and unique outcomes. Another way to manage a diverse team is to get to know your employees in a more personal way. You can take time to learn about them as individuals and ask them about their ethnic cultures. For example, a Latinx employee may feel respected if their manager understands that some Cinco de Mayo celebrations may be offensive to Latinx people. Leaders who take time to research and learn about the cultures of their employees can help build trust, respect and belonging within the team. Purposeful and intentional diversity management may include leaders who have a social media strategy that markets to various ages, different cultural backgrounds, numerous countries, and several types of socioeconomic statuses. Board diversity and leadership team diversity at the executive level may produce authentic diversity representation to the community and customers. Diversity of thought throughout an organization typically produces a flow of ideas and creativity. To put everything into perspective, here are some skills that may be required for diversity management. Understanding diverse ideas and views. Embedding diversity throughout the organization. Self-awareness about beliefs, biases, and personal culture. Having the courage to advocate for change in an organization that may have barriers that prevent a diverse workforce from succeeding.

Beginner Provider : Marcella McCurdy 6 Lessons · 21m in German, English, Spanish, French, Portuguese, Urdu, Chinese

Course Description

Diverse and inclusive organizations are often able to generate great ideas using the many different perspectives of the people who work for them. They may also have a more positive reputation because of their commitment to diversity and inclusion. To create an environment in which a variety of people are welcomed and accepted, you can adopt diversity management practices. By fostering this type of management, you can reduce structural biases within your organization and support the needs of your diverse workers. Diversity, equity, and inclusion can bring many advantages to your organization, and this course can help ensure that your organization benefits from them.

In this course on Diversity and the Role of Human Resources, you will learn about diversity management, structural bias, and microaggressions. We’ll also explore how human resources professionals can implement diversity initiatives and create strategies and plans for diversity and inclusion. This course will educate, empower, and equip you with the knowledge to promote diversity in your company.

What You'll Learn

Define diversity management and understand its role in the workplace
Identify structural biases and microaggressions within an organization
Implement diversity plans and strategies as a human resources professional
Launch diversity initiatives to support a diverse workforce
Develop a diversity-management strategy for your organization
Form a diversity-management plan that reduces structural biases

Key Takeaways

Diverse and inclusive organizations can generate ideas using the many different perspectives of their people and may have a more positive reputation due to their commitment to diversity and inclusion.
Adopting diversity management practices helps create an environment in which a variety of people are welcomed and accepted.
Fostering diversity management can reduce structural biases within an organization and support the needs of diverse workers.
Human resources professionals can implement diversity initiatives and create strategies and plans for diversity and inclusion.
The course covers diversity management, structural bias, and microaggressions to educate, empower, and equip learners to promote diversity in their company.

Frequently Asked Questions

What will I learn in this course?

You will learn about diversity management, structural bias, and microaggressions, and explore how human resources professionals can implement diversity initiatives and create strategies and plans for diversity and inclusion.

Who is this course for?

It is designed for human resources professionals and anyone wanting to promote diversity in their company, with knowledge to educate, empower, and equip them to implement diversity initiatives.

What topics or lessons does the course cover?

The course includes lessons on Diversity Management, Structural Biases, Launching Diversity Initiatives, Developing a Diversity-Management Strategy, Forming a Diversity-Management Plan, and a Test Your Knowledge section.

What are the learning objectives of this course?

The objectives are to define diversity management, identify structural biases and microaggressions, and demonstrate how to implement diversity plans and strategies.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.5

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).