While a number of unfortunate companies will never emerge from the tunnel, a great many are now seeing a light at the end that grows brighter with each day. While there is still a long way to go, many of these businesses are optimistic that they will return to growth and prosperity. While austere cost cutting measures such as downsizing, postponing capital investments and reducing expenses were likely a major part of their formula for survival, so too for most was pure and simple ingenuity.
Does diversity training work? View the video explainer. What do we know about diversity training? In our increasingly diverse society, organizations are constantly challenged to create environments for every employee to feel included and valued. In response to this challenge, many organizations look to diversity training programs to help employees understand their own biases, increase employee engagement and satisfaction, and create an environment that fosters diversity and inclusion.
There are strong motivations for the adoption of diversity training. Making advances in diversity can lend organizations visibility and status, improve talent recruitment, customer orientation, employee satisfaction, and innovation, and, more cynically, can shield organizations from expensive lawsuits.
As a result, many organizations have invested heavily in this kind of training. However, recent research has suggested that diversity training may not be effective, and can, in some cases, do more Knowledge economy training re training than good.
So, what does the evidence say? Should companies invest in diversity training or not? Recent research has suggested that diversity training may not be effective, and can, in some cases, do more harm than good. To answer this question, leading scholars gathered to debate the pros and cons of diversity training at a Research Roundtable on Gender and the Economy held at the Rotman School of Management at the University of Toronto.
The points below are a summary of the main arguments made in the debate. What is diversity training? Who implements diversity training?
Diversity training is a distinct set of programs or interventions intended to reduce prejudice and bias, improve communications and inter-group relations, and increase the knowledge, skills, and motivation of employees so that they can perform more effectively in a diverse working environment.
Diversity training seeks to produce a more successful organization with higher-performing employees, generate compliance to legal and ethical standards, increase employee satisfaction and retention, and support the development of a diversity of ideas. Probably the most common form of diversity training these days is Implicit Bias Training.
The goal is to make participants aware of bias and prejudices that may not be conscious, but nonetheless shape decisions and behavior. Implicit bias testing, such as the Implicit Association Tests provided by Project Implicit at Harvard University, reveal the gaps between our explicitly-stated and internally-held attitudes toward a variety of social groups.
Training can encourage participants to develop an awareness of attitudes and beliefs that support prejudice so that alternative perspectives can be adopted. Over the years, many other types of diversity training programs have been developed by consultants and academics alike.
Anti-Bias Training presents value-based principles and methodologies to cultivate a respect of differences that will lead to the elimination of bias. Classical Conditioning pairs images or representations of stigmatized groups with positive images and words to eliminate implicit biases held by participants.
Sensitivity Training raises awareness of attitudes and behaviours that may cause harm to others. This type of training can also involve developing empathy.
An example would be asking participants to write an essay from the perspective of someone different from them. Cross-Cultural Training educates participants on differences across cultures to engender an understanding of diverse motivations and perspectives.
Contact Interventions utilise direct contact between members of different groups. Also called cooperative contact, these diversity training programs can include peer-led discussion groups or guided communication training where participants from different groups interact with each other.
What are the worries about diversity training?
Although many firms have invested in these diversity programs, recent evidence suggests that they may not always be effective. Are the results reliable? Many diversity training programs evaluate success with a self-administered survey on bias or prejudice.
Research also shows that employees with more positive attitudes toward diversity are more likely to participate in non-mandatory diversity initiatives, suggesting that training programs may not reach the employees who have the most severe biases.
Mandatory diversity training can result in strong backlash.
Studies show that diversity interventions like training, testing, and grievance systems can make firms less diverse as managers resist threats to their autonomy to make decisions. Diversity training can lead to worse behaviours.
A study found that ethnic minority employees stated that the behaviour of their coworkers worsened after they participated in a diversity training program. Backlash effects can occur if trainees resent being selected for diversity training and view training as punishment for prior insensitive behaviour.
Even the presence of diversity training alone can create the illusion that an organization is fair, and inequality is not a problem.
A study found that white male participants who were told that diversity training had occurred felt women were treated more fairly, even when faced with evidence of the contrary. In some cases, attempts to increase awareness reinforce stereotype norms, and participants who are instructed to avoid stereotypes enact more stereotypical behaviours and discrimination.
Does this mean that companies should stop doing diversity training?When it comes to job creation, the knowledge economy is the key to future. Estes says career success will be measured by how far future workers can think out of the box.
“Computers can do conventional thinking,” he says, “but they can’t innovate, they can’t be an entrepreneur. Rapid Re-Skilling of Your Employees for a New Economy Re-training using your internal training staff While this approach has many advantages and is predictable and safe, consider the current capacity of your internal training staff.
If the content is related to transferring knowledge of new processes, policies or use of a new system.
The program consists of a series of six modules that will build organizational capacity by increasing the knowledge and understanding of economic concepts and their role in supporting a green economy. The training stream takes a case-based approach to address key economic concepts, their assumptions, key measures and gaps, and their strengths and limitations.
Four features of the knowledge economy have far-ranging implications for education and training: • Knowledge is being developed and applied in new plombier-nemours.com information revolution has expanded networks and provided new opportunities.
An understanding of the benefit of this resource to the economy, and therefore greater investment in this resource is one way to help drive the economy back into growth.
I hope that this campaign can raise awareness of the potential of the knowledge economy to boost growth.”. The Truth About D.C.'s Growing Knowledge-Based Economy. Richard Florida Long-term on-the-job training: and a distinguished fellow at New York University’s Schack Institute of Real Estate.