思科与普华永道如何将其多元化努力转化为可衡量的成果

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他们是如何做到的

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不是“太难”

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此外,还有关于如何培训员工更具包容性的新想法。管理学习与教育学院(Academy of Management Learning&Education)的一篇论文说,对员工进行多元化培训的努力失败了。

WEISHENME?

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更好的训练

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普华永道的虚拟现实软技能培训功效研究最近发现,通过容忍模式接受培训的人在讨论培训后讨论多样性和包容性问题时的信心提高了245%。相比之下,在教室里学习的人的信心提高了166%,通过电子学习获得的信心提高了179%。虚拟现实培训还增强了员工在培训后对工作中的多元化和包容性问题采取行动的信心。这种方法与简·艾略特(Jane Elliot)的“蓝眼睛/棕眼睛”(Blue Eyes / Brown Eyes)的对立作品相提并论。它于1968年首次发布,仍然是通过个人经验和同理心帮助改变态度和行为的有效方法。

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工作场所的多样性和包容性不是奢侈品。通过精心计划和不断学习,它们成为日常必需品。正如BentallGreenOak的创始人兼合伙人Sonny Kalsi 在6月的2020年全球人才,多样性与包容性研讨会上所说的那样,“谈话很便宜–任何人都可以做到……但是,如果我们不采取切实行动,那么我相信George Floyd的死亡将是徒劳的”。

NINJIANGRUHEZUZHI,SHISHIHEHENGLIANGZUZHIZAIDUOYUANHUAHEBAORONGXINGFANGMIANDESHIJIXINGDONG?


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