Design a presentation that you will use to present your training plans to your supervisor and the HR department.

BANKS Industries continues to work on bridging cultural gaps as it embraces the diversity that resulted from its merger. You have been asked to develop a new diversity policy and training series for your team to help employees recognize the impact of diversity in the workplace.

Using the module readings, the Argosy University online library resources, and the Internet, respond to the following:

  • Design a presentation that you will use to present your training plans to your supervisor and the HR department.
  • Include a definition of diversity, a description of the cultural issues you intend to cover, strategies you will use to convey the message, and the outcomes you expect.

Be sure to include the following in your presentation:

  • A title slide
  • A reference slide
  • Headings for every slide
  • Notes to support the content on each slide

Develop a 7–10-slide presentation in PowerPoint format, not including the title and reference slides. You may reference the reading by Hofstede (2009) as a catalyst for your presentation; however, required readings serve only as a foundation for your presentation. Support the presentation with original research and citations.

Apply APA standards to citation of sourcesBy Monday January 18, 2016.

Hofstede, G. (2009). Geert Hofstede cultural dimensions. Retrieved from

Assignment 2 Grading Criteria  
Presented a training plan that is justifiable in two ways: it can fit a realistic budget and it can be realistically implemented.  
Designed a professional presentation.  
Included specific notes on speaking points.  
Supported ideas with references and research.  
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; displayed accurate spelling, grammar, and punctuation.  


BANKS Industries

TO: BANKS Senior Management

FROM: HR Department

SUBJECT: Employee Health and Safety

The increasingly diverse nature of the workplace, along with the rapid global

expansion, presents some significant challenges to us. Aside from the challenges of communication and accommodating a variety of human differences, one of the most significant variables when doing business on a global level is employee health and safety. This is mostly due to a lack of clear international standards and the subsequent variation between national laws and employee protection.

Employee health and safety are very important to us. Although some companies do not emphasize employee health and safety, others, such as DuPont, a US chemical company, have made employee health and safety a high priority. To be successful in managing the health and safety of its employees, DuPont has come up with a safety philosophy that includes specific safety principles. We believe these are principles we can learn from and use in the way we do business and protect employees, regardless of their location.

Keep in mind that one of the biggest issues in dealing with employee health and safety is whether an employee is willing to report an unsafe condition or an incident. This can often be culturally bound. For example, employees who come from areas where they do not have many legal rights in the workplace may not be aware of their right to report these issues.

In other cases, culture tends to limit people from disclosing information about themselves or their health, which could result in unreported claims. These are especially important factors to consider when it comes to protecting our diverse workforce.




  • Analyze inter- and intracultural differences in work relationships, values, and behaviors to maximize individual and organizational performance.
  • Create work redesign approaches to improve performance under differing assumptions of employee skill and education level, compensation and reward systems, and cultural expectations.
  • Evaluate workforce and labor market profile and organizational needs to focus change efforts on personnel selection, compensation, training, or work design/technical systems.
  • Communicate the ethical implications of recommendations to change human resource and/or work flow systems given the presence of multiple cultural subgroups.
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