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Diversity training: Putting theory into practice Journal of Occupational and Organizational Psychology 80:1, March 200

The Issue of Diversity. The workforce is becoming more diverse (Richard, Fubara,

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Diversity training: Putting theory into practice Journal of Occupational and Organizational Psychology 80:1, March 200

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    1. Diversity training: Putting theory into practice Journal of Occupational and Organizational Psychology 80:1, March 2007, pp. 27-50 Pendry, L.F.; Driscoll, D. M.; Field, S. C. T.

    2. The Issue of Diversity The workforce is becoming more diverse (Richard, Fubara, & Castillo, 2000; Rogovsky & Sims, 2002; Tayeb, 2005). Williams and O'Reilly (1998) estimate that in the forthcoming decade in the USA, historically underrepresented groups such as women and ethnic minorities will fill 75% of all newly created jobs. The consequences of increased workplace diversity that includes not only gender and ethnicity or race, but also work group affiliation, life-style, age, level of education, career history, sexuality, religious perspective, cognitive style and so on will be complex to understand and to assess (Anderson & Metcalf, 2003; Jackson et al., 1991; Triandis, 2003). The challenge: find ways to maximize the benefits of diversity (Anderson & Metcalf, 2003; Gordon, 1995; Watson, Kumar, & Michaelsen, 1993) when it is manifest in so many different forms.

    3. Goal The goal of diversity initiatives is to achieve “full integration of members of minority social categories into the social, structural, and power relationships of an organization or institution” Brewer, Hippel, & Gooden, 1999, p. 337

    4. Stats According to some UK statistics: 69% of organizations have a diversity policy 60% offer Diversity Training 78% of respondents think Diversity Training is at least 'somewhat' important 32% seeing DT as 'crucially' important

    5. Diversity Training Aim to inform participants Raise awareness of the continuing existence of societal or workplace bias Emphasis upon highlighting social norms of equality. Enlightenment may be used to encourage participants to take the perspective of members of other groups, in an attempt to create emotional empathy Detail the benefits of having a more diverse workforce Employees' legal responsibilities under the latest anti-discrimination laws Persuade participants to welcome or 'value' diversity, encourage more positive group relations and adherence to anti-discrimination laws, and ultimately, decrease the risk of organizations facing legal action over employee bias.

    6. Challenge Information alone does not change thoughts, behaviors, and attitudes Prejudice is an emotionally charged topic Feelings of personal attack Feelings of reverse discrimination Unnatural request – Ignore group distinctivness

    7. What Works? Enlightenment / Education Emotional empathy Similarity thinking What do we have in common? Perspective taking What is it like to be elderly?

    8. Reflection Asia Tour Difference in the group Differences in countries Finding the similarities Being willing to go somewhere new

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