Diveersity Training

What Does Diversity Training Teach?

Chapter #2

Case Background

Some researchers have provided evidence that diversity training programs may not be delivering the expected outcomes. The authors interpret this as a sign that corporate efforts to improve diversity are more effective when the focus is on concrete measurable goals with accountability, while others argue that diversity training isn’t really designed to increase the number of women and minorities in top management positions but rather to improve relationships among workers. Reviews of past development of diversity programs demonstrate significant changes in the way trainers interpret their role. Early diversity training programs focused primarily on legal compliance and the regulatory framework as well as on demographic diversity, meaning other forms of workforce diversity, such as differences in abilities or attitudes, were ignored.

Contemporary diversity management programs have considerably changed their focus. Presently, diversity training sessions are designed to minimize public shame or embarrassment. Legal compliance is still a big part of diversity training, but the business case for effective diversity management is a much more central component of training sessions.

1. Do you think representation in top management is a fair indicator of the effects of diversity training programs? Why or why not?

In some companies yes, management is a fair indicator of the effects of diversity training programs. Companies that hold more comprehensive diversity training programs with long term goals are more effective and successful. These are the companies that understand the importance of diversity in the workplace as a valuable tool to be successful in the business world and actually recruit their employees based on performance, and qualifications rather than on their demographic characteristics.

It really depends on the type of diversity program implemented. Some diversity programs as mention...