A framework using value orientations can make diversity training more manageable. Orientations shared by all include the following: (1) relationship to nature; (2) relationship to the supernatural; (3) relationship to other human beings; (4) time orientation; and (5) activity orientation. (JOW)

Awareness of diversity in the workplace is on the rise, but so is a backlash to some of the issues that it raises. Ways to prevent backlash include getting management support, involving employees in training design, using an inclusive definition of diversity, acknowledging resistance, valuing sameness, and affirming the value of individual views.…

Discusses tacit learning, the bringing together of mind and body by practice, and how to incorporate it into training. Includes descriptions of exercises that reveal tacit knowledge. (JOW)

Many of Russia's workers are highly educated, but they lack knowledge of Western business concepts. As more Western firms relocate to Russia, they need to know how to tap into local talent. (JOW)

Before companies attempt to increase the diversity in their management ranks, it is necessary for them to learn to manage diversity. Managers should have a plan; focus on individual learning, human-relations, motivational, and communication styles; examine organizational culture; and offer diversity training. (JOW)

Differences between Europe and the United States in technology-supported learning are as follows: (1) different patterns of education and training; (2) economics, affecting installation of information/communications technologies; (3) attitudes and expectations about their potential; and (4) limited range of expertise among European practitioners.…

Diversity implies differences in people based on their identifications with various groups and is also a process of acknowledging differences through action. Those organizations that have welcomed diversity are more productive and have a competitive advantage. Diversity training can be awareness based (cognitive) or skill based (behavioral). (JOW)

Describes "Common Ground: A Forum for Intercultural Communication," a program developed in Lafayette, Indiana, to meet the needs of the rapidly expanding diverse community. It represents a community's cooperative effort toward understanding, appreciating, and interacting effectively with other people. (JOW)

A seven-step process can help people from different cultures understand each other's intentions and perceptions so they can work together harmoniously: problem identification, problem clarification, cultural exploration, organizational exploration, conflict resolution, impact assessment, and organizational integration. (JOW)

Suggests that many corporate efforts to impart their own culture, leadership style, and business practices in other parts of the world are producing less than optimum results. Provides examples of how to adapt training for multicultural settings. (JOW)

This report of an American Society for Training and Development symposium discusses how important it is for companies to deal with diversity issues. It offers guidelines for making sure business communications reflect the diversity of the work force and customer base, and it compares affirmative action, valuing diversity, and managing diversity.…

"Anna and the Kaleidoscope" (Ingram) notes that work force diversity can apply to differences in aptitudes, outlooks, backgrounds, and learning styles as well as race, gender, and physical ability. "Managing Diversity in the Classroom" (Steffey) presents tips for uncovering the abilities of diverse participants and incorporating them into the…

Successful training abroad requires attitudes (respect for other values, tolerance of ambiguity, commitment, persistence, sense of humor), skills (cultural flexibility, communication, creativity, self-management), and knowledge (of home, target, and corporate cultures; human resource development theory and practice, language of the host country, a…

Discusses the issue of sexual orientation in the workplace and how to deal with it as an aspect of workplace diversity efforts. Indicates the importance of having information about the experiences of gay men and lesbians in one's organization and offers suggestions for gathering the information. (JOW)

Key components of effective adaptation of training for other cultures are a model, modularized courses, and a trainer's manual. Other tips include avoiding humor, slang, idioms, and jargon; including references to local culture; and avoiding nonverbal behavior that may be misinterpreted. (SK)