What strategy will you take to ensure that everyone gets the best possible and fair opportunities for training and development?

Thanks for invitation,

In a very brief wording, applying strategy that correlation between:

Employee's own "training needs" and his "career path" in order to achieve the best successful outcomes.

Offering professional development training programs allows employees to perform better and prepares them for positions of greater responsibility. But it can also help ... can boost the bottom line

Actualy from my point of view is (Tight follow up & close supervision).

Thanks

I support my colleagues answers

Corporate policies should be in place for training and development.  As staff members are aware of these polices and execution of them, they will believe in them and know the company is interested in their progress. The staff members will strive harder as they know the organization is looking out for their interest as well. 

Thank you for the invitation.

Advertising:  Companies want to have a diverse workforce and advertising jobs with inviting CV’s from different groups in societies and communities encourage a diverse culture in organisations.  Gender:  Gender equality starts with the right working culture. 

Equal opportunities:  Diversity recognises that, though people have things in common with each other, they are also different many ways. Everyone should have a right to equal access to employment and, when employed, should have equal pay and equal access to training and development.

Value Everyone, Management Strategy with Inclusion:   Promoting and supporting diversity in the workplace is an important aspect of good people management - it’s about valuing everyone in the organisation as an individual.

Rights of participation:  However, to reap the benefits of a diverse workforce it’s vital to have an inclusive environment where everyone feels able to participate and achieve their potential.

Legislation:  While UK legislation – covering age, disability, race, religion, gender and sexual orientation among others – sets minimum standards, an effective diversity and inclusion strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee well-being and engagement.

We work to attract, motivate, develop and retain the best talent from the diversity the world offers – our ability to be competitive and to thrive globally depends on it.

Examples:  Building a diverse BP where every ... networks on LGBT. As such, BP is now the highest-ranking energy company in the Stonewall Workplace Equality Index.

Dealing with diversity. Global workplace discrimination law and practice ... In an increasingly globalised world, senior management, legal and HR professionals need access to high level information ... African descent benefit from equality of opportunity, given historical and cultural behaviours which result in both having a strong work ethic.

In contemplating the evolution and future of humans, the scientist/philosopher, Tielard de Chardin, described planetisation as a convergence of phenomenon such as, increased consciousness and homogenisation — people are beginning to realise their interdependence on each other, as well as upon all life in our universe.

An effective strategy can support an organisation’s business objectives. From communication and training to addressing workplace behaviour and evaluating progress.  Encouraging people to learn and grow with mentors in the workplace.  Work conduct is an important part of culture and group dialogue with problem solving in order to be a better diverse group.  Learn from one another and grow in a closer community with value and moral.

Examples:  VSO is committed to the principle of equal opportunities and diversity. Our success ... promoted solely on the basis of their abilities, and we value their rights to dignity at work. VSO will not ... This is a global policy following VSO best practice and may vary in different countries in line with local legislation.

Diversity management promotes valuing employees as individuals and using their unique strengths and capabilities to support business performance. International work often introduces employees to a wider range of cultures, backgrounds and values, and managers must be ready to harness the diversity of their workforce effectively for the benefit of their organisation.

Increasingly, progressive businesses are embracing diversity and inclusion as a means of forging a sustainable future. Tech giant Cisco attributes its ongoing technological innovation to its diverse leadership team, while diversifying client teams has helped management consultancy, EY, to strengthen the quality of its client services and retain senior team members.

Driving innovation - Diversity, Inclusion, equal opportunities and delivers performance.

When employees feel involved, respected and connected, employers can tap into a greater richness of ideas and problem-solving approaches. This also helps companies to respond effectively to customers, attract and retain high performing employees, empower teams to collaborate, raise productivity, future-proof their businesses, and, ultimately, deliver sustainable growth.

Navigating diversity and inclusion

So how can companies unlock the benefits of promoting diversity and inclusion? Getting under the skin of the company to understand its strengths and weaknesses is vital to establishing what is a diversity "baseline".

The best practice guide recommends gathering hard data on demographics and representation, seeking employees' views through surveys and focus groups, and benchmarking diversity performance against peers.

Welcome to identify the special needs of each employee and represent them on the scale of needs of Maslow after the projection integrated with the process of work and the future and complementary to previous work and identify the professional paths of each employee to achieve all of the above