One of the most common ways that companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results: Some studies show that diversity training is effective, others show it’s ineffective, and still others show that it may actually lead to backlash. This has led to pessimism regarding diversity training, with some claiming it simply doesn’t work.
Two Types of Diversity Training That Really Work
Experiments show that context and personality matter.
July 28, 2017
Summary.
One of the most common ways companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results. New research illuminates how diversity training effectiveness can depend on the specific training method used, the personality characteristics of those who are trained, and the specific outcomes that are measured after training concludes. Experiments conducted with college students reveal two promising options: perspective taking (walking a mile in someone’s shoes) and goal setting (for example, setting a goal to speak out the next time you hear someone make a biased comment).