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ERIC Number: ED454403
Record Type: Non-Journal
Publication Date: 2001
Pages: 4
Abstractor: N/A
Reference Count: N/A
Diversity Training. Myths and Realities No. 13.
Brown, Bettina Lankard
Certain myths cause some people to fear or resist diversity training; other myths overstate its outcomes and effectiveness. Many workers--white males in particular--fear that in the rush for a more diverse workplace, they will lose out. Their fears can be addressed by delivering training in a way that convinces employees that the organization's diversity programs do not seek to displace white males but to prepare workers and managers to work in a heterogeneous environment. Diversity is not synonymous with affirmative action. Successful processes to establish focus and content of training include needs assessment, organization's demonstrated commitment to diversity issues, and organizational communication about the goals and objectives of its specific diversity program. Diversity training programs should help each participant treat other people as those others wish to be treated. Rather than trying to change values, diversity programs should help people look at specific behaviors that cause pain or problems and find ways to avoid them. Training effectiveness should not be linked to participant satisfaction or determined using measurement standards. Incentives for diversity training include legal, humanitarian, and ethical concerns, but the one common incentive shared by all organizations is the realization of economic reward for their diversity training efforts. (YLB)
For full text:
Publication Type: ERIC Publications
Education Level: N/A
Audience: N/A
Language: English
Sponsor: Office of Educational Research and Improvement (ED), Washington, DC.
Authoring Institution: ERIC Clearinghouse on Adult, Career, and Vocational Education, Columbus, OH.