Diversity Training

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Recommended: developing training using diversity principles

Diversity Training

Work force demographics, which reveal increased diversity among the working population, are triggering a huge growth in diversity training programs. Although these programs typically are designed to improve working relationships, many of them are accompanied by a backlash from those who do not agree with the focus of the programs or the messages they deliver. Some people believe that diversity training should focus only on those categories protected by law—race, gender, and disability. Others argue for a more inclusive definition encompassing age, educational level, family structure, job function, sexual orientation, ethnicity, and values. However, it is the messages these programs deliver that spark the greatest controversy. This publication considers myths that cause some people to fear or resist diversity training as well as myths overstating its outcomes and effectiveness.

Do Diversity Programs Discriminate against the Majority?

Many workers—white males in particular—fear that in the rush for a more diverse workplace, they will lose out. They believe that, in the past, having the right qualifications has been the sole basis for realizing most workers' employment and advancement goals. Now equity quotas and diversity benefits for minorities are being added to the employment equation, creating discomfort for many workers. Unless the fears of those who believe that racial or gender diversity goals will overshadow their own employment status are addressed, companies are likely to experience employee backlash from their diversity training efforts (Day 1995).

The way training is delivered can perpetuate discrimination fears by making some groups feel that they are the villains and others the victims....

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...ee Diversity's Other Side." Workforce 78, no. 2 (February 1999): 52-55.

Karp, H. B., and Sammour, H. Y. "Workforce Diversity: Choices in Diversity Training Programs & Dealing with Resistance to Diversity." College Student Journal 34, no. 3 (September 2000): 451-458.

Riccuci, N. M. "Cultural Diversity Programs to Prepare for Work Force 2000: What's Gone Wrong?" Public Personnel Management 26, no. 1 (Spring 1997): 35-41.

Wentling, R. M. Diversity in the Work Force. The Highlight Zone: Research @ Work no. 4. Columbus: National Dissemination Center for Career and Technical Education, the Ohio State University, 2001. http://nccte.org/publications/index.asp#highlightzones

Wentling, R. M., and Palma-Rivas, N. "Current Status of Diversity Initiatives in Selected Multinational Corporations." Human Resource Development Quarterly 11, no. 1 (Spring 2000): 35-60.

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