Diversity Training Workplace

This is a living document and is updated from time to time.

One of the greatest challenges facing organizations is getting all employees, from the CEO to the hourly workers, to realize that to become the best, they have to embrace diversity.

Diversity is about empowering people. It makes an organization effective by capitalizing on all of the strengths of each employee. It is not EEO or Affirmative Action. These are laws and policies. While on the other hand, diversity is understanding, valuing, and using the differences in every person.

Diversity is not only black and white, female and male, gay and straight, Jewish and Christian, young and old, etc.; but the diversity of every individual, slow learner and fast learner, introvert and extrovert, controlling type and people type, scholar and sports-person, liberal and conservative, etc. – Clark, D.R.


As organizations invest more in communication platforms and eLearning we are able to link minority professionals with Mentors that can enhance the education outcome and provide career opportunities for advancement.

The mission to modernize the mentoring tools can provide a working learner with both an environment where they can acquire both academic studies & practical experience. Creating connections that will lead to support systems and new ways of conceiving the way we learn, and the way we work, and how we integrate those things.

Open technology particularly Web 2.0 can contribute to leveling the playing field and increase the organizations professional services for mobile mentoring to a more diverse professional workforce. This can assist those who are looking for direction, advice and leadership while they are still in High School – or dropping out because they have no direction.

The acquisition of succession planning counselors platform can contribute to making sure any industry has well trained professionals who lead other students and perhaps want to become educators, themselves, replicating best practices.

Today through several administrative efforts most industry organizations are able to work with agencies with more federal funding programs designed to positively impact training new hires for trade careers. These include the implementation of well organized government funded “earn and learn” training programs in each state.

Creating new ways of using human, intellectual, and digital sources to positively enable social processes.


Retain & Reward Employees and Customers with Loyalty!!

SaaS Marketplace to assist #Employees and #Customers with new ways for engagement.

EMPLOYEE & CUSTOMER loyalty is a willingness to work and patronize a business on an ongoing basis. Many factors such as, benefits, costs, availability, and most significantly, satisfaction for the place of business can make a person loyal to a particular brand.


While acquiring new employees & customers are great, its not always easy turning them into Raving Fans and returning everyday.


Employee turnover we make an effort to keep everyone Informed & Rewarded with the ESSENTIALS to the survival and growth of every small business.


Loyal customers are generally more tolerant of their favored brand, would happily convince others to try the brand, and are far easier to persuade into making other purchases. Some other benefits to having a loyal customer base include community networking directly with merchants.


Increase Sales: Loyal customers tend to spend more than new ones as they are familiar with your products or services and trust your business. They also shop more regularly because they have already gotten past the issues that make potential customers hesitate from patronizing you. Repeat customers also act as free marketers, pulling in their network of contacts, friends, family, and colleagues and increasing your customer base.


Reduced pressure from competitors: Having loyal customers gives you a measure of security despite competitors. They eliminate the need for making harmful decisions just to beat the competition. They are also a source of revenue your competitors are missing out on.


Quality feedback: Loyal customers are willing to take the time to give valuable feedback that helps you improve.

As a small business owner, designing a loyalty program to reward #employees repeat #customers is necessary today. You can also get by with the personal touch by showing you care and making your staff and clients happy with their experience.

To ensure that they are satisfied after every interaction with your business goes a long way in developing a loyal base. Visit for a program that is flexible with the right tools to recruit Raving Fans! Call or email us today to set up a free consultation!

  • The Lakeshore
  • Western Michigan
  • Mid-Michigan
  • Metro-Detroit



Expert path panels that consists of subject matter experts (anywhere in the World) who “Input” learning thresholds from a pick list using ad-hoc, company training content or industry competency performance-based modules.

Where the mentors “Suggest & Negotiate” to coach, teach and develop the performer through path plans. They “Execute” on-going growth plans and communicate the “Next Steps” communicating with light touches through any device like a Smartphone or Tablet.

This method for long distance training, teaching and professional development can serve all segments well for transferring knowledge to anyone transitioning from Step 1 to Step 2

Low credit to financial building from High School and college secondary education to industry jobs through apprenticeship programs.

Ongoing Leadership Development

The Nations Communication System is Fragmented highlighting the need for better solutions that can provide people increased access to mental health care, funding, and housing resources.

Increase Employee Engagement & Organizational Performance

One methodology used to increase an organization’s productivity and profitability is to link performance pay with the organization’s goals. When instituting a pay-for-performance system, companies focus on translating organizational goals into performance measures at every level of the organization, from senior leaders down. Discover how linking performance pay with organizational goals can boost productivity and benefit your organization.

Learning Objectives:

Alignment between an organization and its employees doesn’t come naturally – it takes planning, hard work, and communication. Learning effective techniques to optimize organizational outcomes by ensuring there is a ‘line of sight” connection between organizational objectives and the goals established for individual employees is crucial. Participation in this webinar will offer attendees the opportunity to learn techniques to link performance pay with organizational goals resulting in a boost in productivity and numerous other benefits to the organization.

Areas Covered:

• Defining goal-based performance management
• Pros and Cons of linking performance to pay
• Obtaining buy-in at all levels of the organization
• Methods for introducing a goal-based performance system to employees
• Handling push-back from employees and managers
• Why do some managers hesitate to get on board with a goal-based performance management system and how do get past that issue?
• Concept of “cascading” goals
• Six steps to cascading organizational goals, aligning them with the organization’s performance management process, and creating relevant employee development plans connected to the organization’s business strategy.
• SMART goals
• How to set individual employee goals
• Performance tools available to managers
• How to coach employees who are not meeting goals


• Understand how pay for performance encourages exceptional performance among employees
• Tips for getting buy-in from all levels of the organization
• Learn methods to identify the characteristics of effective goals
• Understand the relationship of professional development to goals
• Create a “line of sight” connection between company, group, and individual goals
• Understand the link between employee engagement and performance management


Organizations spend an enormous amount of time, energy, and resources each year to set their organizational goals. To attain those goals, a company relies on its greatest asset: its employees. Employees who feel recognized demonstrate a stronger desire to help the company grow and succeed. Therefore, having a pay-for-performance system incorporated into your organizational structure could leverage employee engagement and enhance overall organizational performance.


• Senior Management
• HR Managers
• HR Generalists
• Operations Managers
• Compensation Professionals
• Managers with HR responsibility
• Any professional who establishes goals/performance targets or who has accountability for operational outcomes

Skills to Job Marketplace!


——- Actual Case Study ————-

It was in 1977 that Chef Ferdinand E. Metz, CMC, W GMC, AAC, HOF, Dr. L.J. Minor, Chef Louis I. Szathmary and Lt. Gen. John D. McLaughlin were successful working with the Department of Labor in elevating the status of Chef from the “Domestic” to the “Professional” category.

As a Sophomore in high school, July 6th, 1978, I took my first step in my career as a trade apprentice in a correspondence course communicating proof of accomplishments by mail in the 70’s. I was signed as the very first Apprentice on the roster, in the entire United States, being offered for the first time through the American Culinary Federation correspondence course. I was sponsored by Robert H. Nelson, CEC, CCE, AAC and mentored by Chef Larry Farhat at the Spring Lake Country Club and Mr. Jim Singerling, CCM, HAAC, HBOT.

As it is within these important points our work needs to continue.

  1. There is a need to inspire others by proof of success.
  2. People need to learn to market themselves.
  3. People need to learn and advance their skills and ideas.
  4. Encourage ownership.
  5. Develop mentor leadership in industry.
  6. Create jobs for all minorities.


The certification programs of today have world class content. As does the recent NRAEF Food and Beverage Service Competency Model shown on the Department of Labor Competency Model Clearinghouse website. Search the Clearinghouse for your industry competency models.


Organizations that work together can provide membership with collaborative transparent communication tools to automate the competency certification, accreditation and assessing process. The benefits can increase the member’s participation and success with coaching students with a mobile application with real-time steps, performance path plans and teaching real life skills. Most importantly replicating what works in those communities that need the most help.

Before 2010 everyone communicated within their own Information Silo’s – Today because of Cloud Computing we are able to share information, and build platforms that allow everyone to participate.

expert path panel

Most organizations have standards and career development content & best practices, although may not have or can afford the technology to manage them. Industry communications can be augmented to enhance the Apprenticeship programs in America when working with private social networks and within support teams, work-groups, and partnerships.

Ways to create and market our professional portfolios as a mechanism to communicate within these groups. 

Ways to enhance the communications between organizations with ad-hoc work requirements that are managed by support teams to assist us in time of need.

The purpose is to mentor those who are transitioning from high school to industry jobs, and from life changing experiences to better conditions – to prospective employers, and throughout our careers. 

It starts with working with Today’s Students – Tomorrow’s Leaders!

Collaborating with a well diverse workforce leading each industry: Social Media like Facebook (Groups), LinkedIn (Education, Groups, and Professional Mentors, WordPress (ePortfolio web pages), and others offer many public social software services that everyone can participate in. Unfortunately many free services do not play well together. The need is to professionally develop willing learners with proven teaching models that can utilize these types of services within one platform. This will provide willing learners with growth plans utilizing the Competency Model Clearinghouse through the teachings of expert path panels – becoming certified professionals.

Taking my first step in my career as a trade apprentice in a correspondence course communicating proof of accomplishments by mail in the 70’s, is where I get my passion to serve and assist other working learners today with advanced communication technology” – Michael Rutherford

To learn more visit the [8] portfolios below:

  1. Education
  2. How it works
  3. Modern Mentoring
  4. Workforce Development
  5. Educational Social Networks
  6. Executive Summary’s
  7. Education Workforce Resources
  8. Diversity Training Workplace 

For more up-to-date Articles & Activity visit LinkedIn

Michael J Rutherford


  • No comments yet.
  • Add a comment