The all-staff training was prompted by the arrest of two African-American men waiting at one of its Philadelphia stores. Getting commitment from the CEO and involving every level of management is essential for diversity and inclusion programs to succeed, experts say. For diversity to be effective , organizations also need to embrace inclusion.
This involves ensuring that individuals from underrepresented groups feel valued and have opportunities to advance and take on leadership roles. Online diversity training helps to develop inclusive thinking and inclusive actions, which leads to a more positive, productive work environment for everyone.
Workplace sensitivity is another key concept in diversity training. Vanessa Rose Vanessa is a licensed psychotherapist and writer living in Los Angeles. About Us Contact Us. November 12, November 9, November 8, Contact Us Request a Call Back.
What is diversity training? According to Cocchiara, Connerley, and Bell , there are several reasons why organizations need to provide diversity training for their employees among them the following: To attract talent and maximize organizations' profits.
To comply with the organization's moral and legal standards. To develop leadership and essential skills to maximize organizational diversity. To disseminate information about diversity-related issues and organizational policies. To intensify leadership development and management effectiveness. The key acts are the following: -- Active understanding of topics included in the training -- Be able to see things in a new way change perspectives -- Reflection about other's perspectives and experiences -- Realization is the manifestation of the reflection at the personal level by seeing it is meaning and understanding diversity training's importance.
The following steps need to be considered: The training's design considers the methodology and the delivery format. Allow learners to be out of their comfort zone while at the same time maintaining an atmosphere of psychological safety.
Diversity training needs to allow people to discuss conflictive topics, but at the same time, they need to feel that environment is supportive and appreciative of the disclosure. The analogy of the journey. Through guided activities and experiences, diversity training helps to adopt different perspectives about others.
Training participants can compare their understanding of diversity issues at the beginning and the later stage of the training. The trainer's experience, skills, and attitudes. Where to start? Bias training had a positive effect on the attitudes of some employees, especially those who were initially least supportive of women in the workplace.
But there was very little evidence that the training affected the behavior of men and White employees overall — two groups who are often the primary targets of these interventions. The results also yielded a couple surprises about how junior women responded to opportunities after the training, and how training can have positive spillover effects. If organizations want to improve their diversity training programs, the researchers suggest diversifying the training approach, collecting more data, and experimenting.
Virtually all Fortune companies offer diversity training to their employees. Yet surprisingly few of them have measured its impact. And even when the training is beneficial, the effects may not last after the program ends. This made us curious: What would happen if we created a training program and rigorously tested its effects?
If we used the most relevant scientific findings on behavior change to design an intervention for increasing diversity and inclusion in the workplace, could we change employee attitudes? Could we prompt more inclusive behavior? If so, would those changes stick? We designed an experiment to measure the impact of diversity training. And the results, which we recently published in the Proceedings of the National Academy of Sciences , surprised us.
First, we created three versions of a one-hour online training course: one focused on addressing gender bias; one on addressing biases of all sorts e. The control allowed us to evaluate the specific effects of diversity training as opposed to training in general , and the two bias versions allowed us to test which approach would have a bigger impact. We then invited over 10, employees from a large global organization to participate and randomly assigned the more than 3, who signed up into one of the three versions of the training.
The final sample was The course material was based on research on attitude and behavior change, with a particular focus on preventing defensiveness. The two bias-focused trainings opened with noted experts explaining the psychological processes that underlie stereotyping and how they can lead to inequity in the workplace.
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