Researchers have long touted the benefits of diversity as a means to improve project productivity. But how can organizations achieve these beneficial outcomes using diversity training?
Studies show that diversity within organizations (including gender, ethnicity, knowledge, skills, etc.) can ultimately lead to both positive and negative outcomes. On the positive side, organizations can benefit from having a larger applicant pool and customer base, improved capacity for creativity and innovation, and higher customer satisfaction. But diversity has also been shown to increase absenteeism, conflict, and discrimination lawsuits, reduce revenue, and lower morale.
For better or worse, diversity training– a course of instruction aimed at increasing the participants’ cultural awareness, knowledge, and skills in order to benefit an organization– plays a key role in determining the impact diversity has on the company.
The most influential components of diversity training are the characteristics of the participants, trainer, training environment, and training design. The authors of the current study suggest that diversity training is most effective when it is active (e.g. role playing, simulations, games); involves social interaction; is conducted in person by a trainer from within the organization; spans multiple sessions, each lasting a minimum of 4 hours; focuses on a single diversity attribute (e.g. race, LGBT, disability); and has a diverse group of trainees.
Under optimal conditions, effective diversity training can have a beneficial impact on employees’ knowledge and thought processes, behavior, perception, attitudes, and self-efficacy about diversity. These better outcomes allow organizations to reap the benefits of diversity and avoid the consequences resulting from the absence, or poor implementation, of diversity training.
In the end, “A meta-analytic evaluation of diversity training outcomes” provides a greater understanding of how diversity training characteristics interact, and explains their potential to benefit (or harm) organizations. With this information, trainers and managers can design and execute diversity training seminars more effectively, with an end result of maximizing optimal organizational outcomes.