Training Needs Assessment

1. Meet with stakeholders/SMEs to understand objectives. 

   • Discuss company policies on diversity, equity, and inclusion (DEI). 

   • Identify recent workplace incidents or concerns related to sensitivity issues. 

   • Gather leadership expectations for the training outcomes. 

2. Identify learner demographics, skills, and knowledge gaps. 

   • Assess current employee awareness of sensitivity, inclusion, and bias. 

   • Identify different roles (managers, employees, HR) and their specific needs. 

   • Evaluate past training effectiveness and gaps. 

3. Determine delivery format (eLearning, in-person, blended). 

   • Consider compliance requirements and scalability of training. 

   • Choose interactive elements (case studies, role-plays, self-assessments). 

   • Ensure accessibility for all employees (including remote or disabled workers). 

4. Conduct task analysis (for skills-based training). 

   • Define real-world scenarios employees might face regarding workplace sensitivity. 

   • Identify critical decision-making and conflict resolution skills needed. 

   • Assess how sensitivity skills impact workplace culture and productivity. 

5. Define measurable learning objectives (e.g., Bloom’s Taxonomy). 

   • Identify, recognize, and address unconscious bias in daily interactions. 

   • Demonstrate effective communication strategies to foster inclusion. 

   • Apply conflict resolution techniques to address workplace sensitivity issues. 

   • Develop accountability and advocacy practices to maintain a respectful workplace. 

🔹 Output: Training needs assessment report, learning objectives 

Workplace Incident Examples

1. Unconscious Bias in Hiring and Promotions 

• Employees have reported that promotions and leadership roles tend to favor a particular demographic, raising concerns about bias in decision-making. 

• During recruitment, hiring managers unconsciously prefer candidates with backgrounds similar to their own, limiting diversity in the workplace. 

2. Microaggressions and Offensive Language 

• Employees have expressed discomfort due to colleagues making "jokes" or offhand comments about gender, race, age, or cultural differences. 

• A female employee constantly being asked if she needs help with technical tasks, assuming she lacks expertise. 

• A younger employee being told they are "too inexperienced" to contribute ideas, reinforcing age-related stereotypes. 

3. Inappropriate Use of Pronouns and Misgendering 

• An employee who identifies as non-binary repeatedly being referred to by incorrect pronouns despite correcting their colleagues. 

• Lack of awareness about inclusive language, leading to discomfort among LGBTQ+ employees. 

4. Cultural Insensitivity and Lack of Inclusivity 

• Team celebrations and events that only recognize certain holidays (e.g., Christmas but not Hanukkah, Eid, or Diwali), making some employees feel excluded. 

• Scheduling meetings or work events that conflict with religious observances, unintentionally creating barriers for certain employees. 

Scenario Examples

1. Cultural Differences in Communication Styles 

•  Scenario: A U.S.-based project manager expects direct and concise communication, while an engineer from Japan prefers a more formal and indirect approach. Misunderstandings arise when the U.S. manager perceives the engineer as hesitant or unassertive. 

•  Sensitivity Challenge: Understanding and respecting different cultural communication styles to prevent misinterpretations. 

Solution: Training on cross-cultural communication to adapt to different styles and encourage clarity in discussions. 

2. Language Barriers in Safety Protocols 

•  Scenario: A safety training session is conducted in English, but some plant workers are non-native speakers and struggle to fully understand complex instructions. This leads to confusion about safety procedures. 

• Sensitivity Challenge: Ensuring all employees, regardless of language proficiency, can understand critical safety information. 

Solution: Provide multilingual training materials, use visual safety guides, and encourage employees to ask clarifying questions. 

3. Gender Inclusivity in Engineering Roles 

•  Scenario: A female engineer joins an all-male team on a refinery project. She frequently finds herself left out of informal team discussions and is given administrative tasks instead of technical responsibilities. 

• Sensitivity Challenge: Overcoming unconscious biases and ensuring equal opportunities in a traditionally male-dominated field. 

Solution: Promote gender-inclusive policies, ensure equal task distribution, and encourage managers to foster an inclusive team culture. 
 

4. Age Bias in Technology Adoption 

• Scenario: A younger engineer is frustrated that a senior colleague prefers using handwritten logs instead of a digital tracking system. The senior employee, in turn, feels dismissed when the younger colleague pushes for new technology without understanding their perspective. 

• Sensitivity Challenge: Bridging the generational gap and ensuring all employees feel valued in technology adoption. 

Solution: Provide cross-generational mentorship and training to integrate new technologies while respecting experienced employees' insights.