to see how an intervention affects employee attitudes and behavior, a group of researchers designed their own training course, focused on increasing diversity and inclusion in the workplace, which was completed by more than 3000 employees. 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. to examine the effects of the training, we measured employees’ attitudes toward women and racial minorities immediately after they completed the training.
the bias-focused trainings had a positive effect on the attitudes of one important group: employees who we believe were the least supportive of women prior to training. the second surprise emerged from the version of our training that focused entirely on gender bias and gender stereotyping. the absence of any observable change in the behavior of male or white employees overall suggests that we need to stop treating diversity training as a silver bullet. this approach is what enabled us to see the spillover effects of the gender-focused training on attitudes and behaviors toward racial minorities.
yet surprisingly few of them have measured its impact. that’s unfortunate, considering evidence has shown that diversity training can backfire, eliciting defensiveness from the very people who might benefit most. and even when the training is beneficial, the effects may not last after the program ends. they have also expanded training and other diversity programs. but on balance here, we dig into the data, the interviews, and company examples to shed light on what doesn’t work and what does. knowledge@wharton: what were the results? chang: we measured the results of our training program , do diversity and inclusion programs work, diversity training in the workplace, diversity training in the workplace, pros and cons of diversity training, why diversity training doesn’t work.
in response to this challenge, many organizations look to diversity training programs to help this is what we do as human beings — we resist control.” of course, diversity training programs can vary widely — from being they have the same inclination from their own work. diversity training strongly enhances people’s knowledge about other groups. such programs have existed for a long time, but a search on internet reveals a lot of confusion in the , benefits of diversity training, diversity training for managers, mandatory diversity training, diversity training statistics
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