A mid$-$level HR specialist has been tasked to revise and implement the organization$$s new supervisor training program to accommodate the onboarding of new supervisors by the end of the month. In the past, this training has been provided by an external consultant, who has worked with the HR specialist to tailor the consultant$$s existing training content to include information specific to the organization. Now, to cut costs, the HR director has asked the HR specialist to bring the program in house. The HR director has specified that the existing content is to be used as a starting point. The HR specialist has also been asked to benchmark best practices in supervisory training and review applicable laws and regulations that are important for new supervisors to understand. In addition, the HR director wants the HR specialist to study the effectiveness of the existing training in preventing discrimination complaints and other unfair treatment claims. Finally, the HR specialist has also been directed to add a diversity and inclusion module to the program.

What is the first step the HR specialist should take to incorporate diversity and inclusion content in the new supervisor training program?

Answers

Benchmark diversity and inclusion programs in other organizations.

Develop content about how to work with people of different religions, races, nationalities, genders, and sexual orientations.

Develop a definition of what diversity and inclusion means to the organization.

Ask individuals representing different demographic groups to speak as part of the training program.