According to a survey by the Association of American Colleges and Universities, 36% of students are considering leaving their college or university over the next year. This is primarily attributed to the diminishing value of traditional education. So make sure your company is highly engaged in your educational experience and that you’re not just learning for work but learning about yourself and building skills for life! The article also has tips on continuing your career throughout academia, including personal branding and job satisfaction.
When dealing with a diverse workforce, you must have an internal culture open to differences and new ideas. You can do this by encouraging people to share their stories and understand the perspective of others, which should be done through an ongoing dialogue. Career mobility is a critical component of learning and retentive retention.
Start by creating an environment where people feel comfortable sharing their experiences and perspectives with the rest of the team. There are two steps in this process:
Step 1: Creating space for open communication. Create a space in your organization where people can share their experiences without fear of judgment or embarrassment, most likely at the workplace chat group or an open forum. The critical thing is not to create a space just for conversations about diversity and inclusion but to make it easy for anyone to ask questions or share anything that comes to mind regarding these topics.
Step 2: Encourage open communication. This step is about encouraging people to share their stories and perspectives in a way that enables the conversation. Try focusing on specific examples of how others have dealt with issues of diversity and inclusion, and find ways to incorporate these stories into your company culture. Use role models such as those in the article to inspire your employees and encourage them to be themselves.
There are two main types of diversity: “perceived” and “cognitive”. The first is based on an individual’s beliefs (and consequently how they behave). At the same time, cognitive diversity refers to differences between individuals in their behaviours and thinking that result from external influences over which they have no control. The author says in his article that “diverse teams are more effective at solving problems as long as the team members have the same desired outcome.” Socialization is a process that helps individuals integrate their differences and similarities into shared goals and, ultimately, a shared understanding of the problem (which is why diversity of opinion is essential).
Diversity training can play an active role in Socialization by helping to create an environment where people feel comfortable sharing their experiences, opinions, and perspectives.
Socialization not only makes people feel more welcome, but it also reduces cognitive diversity as they become aware of each other’s different backgrounds and become more open to each others’ ideas.
