How to Test Cultural Diversity Development
- 1). Prepare an employee assessment. The test should allow for comparison of management perceptions of organizational commitment to diversity issues against employee perceptions of that commitment. Competencies to include on the assessment are awareness of diversity issues, organizational climate, perceived levels of inclusion of and empathy for different groups of people, degree of the company's willingness to adapt and change to accommodate diversity and senior management's commitment to diversity issues.
- 2). Consolidate results. The findings may uncover disparate perceptions about the organization's commitment to diversity in one of more of the areas tested. If patterns emerge, be prepared to address the issues with individual employees as needed, or company-wide.
- 3). Use findings to introduce training. Part of the organization's plan for testing cultural diversity development should include an action plan for next steps. The results of the employee test can form the framework for human resources to prepare an introductory training activity on diversity and cultural awareness to inform employees about management's commitment to diversity issues, and the need to correct dysfunctional attitudes and behaviors. Management can also use the findings in conjunction with the launch of new diversity-related policies and procedures.
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