Managing Diversity

Journal Reflection 5 Nicole Swanson B440 Managing Diversity May 1, 2012 teacher Jeri Retzlaff There are many centerings I can designate endorse for the Lesbian, Gay, Bi inner Transgender, and Issues (LGBTI) community in the workplace. I can determination communication, situations, training seminars, networks, and update the form _or_ system of government in the employee handbook (Burns, 2011). By conducting these fun activities this will bring sentiency to the community and to the employees. This way we can reduce or use up negative messages of bigotry and or ignorance. People are outrage of the unknown and by making them aware, especially in a big company setting this will help them not be afraid and open their minds. Communication * Send a communication to your employees or unveil information on your intranet closely how your company supports and values its LGBT workforce. * dispel copies of Community melodic sound out LGBT Resource Gu ide to your employees particularly your moving in managers. * instigate staff of existing policies or benefits for LGBT staff or level better introduce some new ones (Burns, 2011) bringing up and Events * Run a diversity training session or event on LGBT issues in the workplace.

* Hold a dramatize discussion with LGBT executives who are out in the workplace and diabolic to share their experiences. * Register senior executives to attend Community course Creating Inclusive Workplaces for LGBT Employees Workshop on 26 May. Network * mold an event for your LGBT network. * Join up with another company and handgrip an LGBT-related event. Policy * broadcast to updating your equal op! portunity policy to include sexual orientation or gender personal identity or expression. Reference Burns, K. (2011). Ideas to set up your support. Retrieved from http://www.communitybusiness.org/LGBT/IDAHO/GetInvolved.htmlIf you want to make it a full essay, roam it on our website: OrderEssay.net

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