J J o r t l a n b (îD h s e r u e r
Page B2
VVerx’ti/ in the 'Workplace
August 15. 2007
Teaching
Diversity
More than the
color of a
person's skin
Many people might think the
color of a person's skin is what
makes them different and that
creating a diverse workforce
can be achieved simply by mix
ing enough workers from each
skin tone.
W ells Fargo Learning &
Development Consultant Lisa
Breschini in Portland says the
diversity training classes her
financial services com pany
provides its team members
definitely discuss the racial di
mension of diversity, but they
also explore many additional
areas.
“Some people have said, 'I
thought this was just going to be
about race,’” Breschini said.
“That is not the sole focus. We
touch on many dimensions of
diversity through lectures, group
discussions, case studies, role
playing, videos and even mu
sic.”
Breschini said the training pro
gram that Wells Fargo provides
its employees in Portland and
across the nation encompasses
both primary and secondary di
mensions of diversity. Examples
of primary dimensions include
gender, age, race, ethnicity,
mental/physical disabilities and
Wells Fargo Learning & Development Consultant Lisa Breschini leads a recent diversity training class in Portland for the company's employ
ees. She is one o f 142diversity trainers the company employs across the nation for its workforce.
sexual orientation.
Secondary dimensions in
clude education, marital status,
religious beliefs and geographic
locations.
“We help to expand peoples’
definition of the term diversity
and create an inclusive work
place," said Breschini.
One of the more recent trends
in herclasses isdealing with the
integration of younger employ
ees into the historically baby
boom er-dom inated environ
ment, said Breschini. She called
this part of the tra in in g
"intergenerational understand-
said. “It’s not only the right thing
to do. It also makes good busi
ness sense to have a workforce
where everyone feels welcome
and reflects the diversity of the
communities we serve.”
The diversity world is taking
_UsaB[eSChini.„ellsFateoleam,„g
notice. A number of magazines
and development consultant
have named Wells Fargo one of
the best companies in the nation
of our customers tend to be are required to attend diversity for employees who are Asian,
training. Last year, the com Latino, Latina and African-
baby boomers.”
Wells Fargo is an example pany increased the number of American women.
Information about employ
for companies that take diver its diversity trainers to 142, up
ment
opportunities at Wells
from
35
trainers
in
2005.
sity and diversity training seri
is
p osted
at
“Diversity is one of Wells Fargo
ously. All of its managers and
most of its other team members Fargo’s core values,” Breschini wellsfargo.com/careers.
We help to expand peoples' definition
o f the term diversity and create an
inclusive workplace.
¡ng.”
"One of topics we talk about
more these days is about the
various g enerations in the
workforce,” she said. “Our tell
ers and bankers tend to be from
Generation X and Y while a lot
University of Phoenix
Ranks #1 for Diversity
The University of Phoenix
graduates more under-repre
sented students with master's
degrees in business, health care
and education than any other
university in the nation, accord
ing to a recent report by the
publication Diverse Issues in
Higher Education.
In its annual Top KM) Gradu
ate Degree Producers report.
Diverse Issues in Higher Edu
cation also ranked the school,
with campuses in multiple states,
in clu d in g
the
P ortland-
Vancouver area, as number one
in African American and Ameri
can Indian students graduating
with master's degrees in all dis
ciplines combined.
"I am thrilled that University
of Phoenix has been recognized
in this special report," said Uni
versity of Phoenix President
William Pepicello. "This recog
nition speaks to University of
Phoeni x's long-held commitment
to inclusion and to providing
underrepresented students with
access to higher education."
The study is the only one of its
continued
on page 114
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