1. 1 What is valuing diversity Do valuing diversity initiatives work? Learning Goals

2. 2 Managing Diversity Change organizational structure, policies, norms & practices (e.g., hiring) to create fairness Similar to strategies reducing discrimination (Stephan & Stephan ch. 2) Valuing Diversity Change employee attitudes and behaviors by Emphasis on equality/fairness values Providing training on awareness & skills –Similar to strategies reducing stereotyping & prejudice (See Stephan & Stephan ch 2) Types of Diversity Initiatives

3. 3 Emphasize fairness/equality values E.g., mission statement, recruitment ads etc. Provide diversity training to Improve skills E.g., Interpersonal, conflict mgt, language skills etc. Increase awareness/sensitivity Cultural & historical information about groups Know about stereotypes Change attitudes & feelings Hardest to do (e.g., counteract stereotypes, reduce prejudice) Valuing Diversity

4. 4 Highlight differences in communication styles –Of people’s preference for communicating orally vs. online Inter-cultural conflict resolution Via discussing sensitive topics with a moderator Increase cultural identity –Learn about each other’s culture Reduce interpersonal stereotyping –E.g., Bec. you are muscular you must be athletic Reduce group stereotyping –E.g., Bec. you are Chinese you must be conservative Gain empathy –For people who are too shy to speak out in class Purpose of one Diversity Training Exercise Online-discussion group for a course

5. 5 Learn about culture What is culture? Beliefs, norms, customs, knowledge, habits of a group (e.g., “What are transparent aspects of culture” cultural circles exercise) –Why learn about culture &/ cultural differences? Increases awareness of role of culture in social interactions & behaviors (e.g., choice of partner; amount of eye-contact) Assumption: Awareness improves interactions with culturally different other To improve skills or increase awareness…..

6. 6 Learn about stereotypes, prejudice etc. What is a stereotype? What is a prejudice? How are they different from culture? To change attitudes & feelings

7. 7 Increase cultural identity E.g., Pie chart, Backgrounds (Cox), Cultural circles Highlight differences in communication styles E.g., Bafa Bafa (commercially available exercise) Inter cultural conflict resolution E.g., Owl sensitivity Interpersonal stereotyping E.g., Diversity and perception, Car radio etc. Group stereotyping E.g., Gender & language, Cross-gender role-play Understand power differences & gain empathy E.g., Disability Exercise Diversity Training Exercises & their Goals

8. 8 Very few published/documented evaluations (<10) of diversity training efforts One qualitative review of published evaluations of diversity training programs Does Diversity Training Work

9. 9 Trainers do not like sharing techniques Trainers do not know evaluation techniques Evaluation requires time and money Some evaluations take more time away from trainees’ jobs, are resisted by organizations Showing no change (or negative change) is disadvantageous to trainer Why such few Evaluations of Training Programs

10. 10 One qualitative review of published evaluations of diversity training programs Does Diversity Training Work

11. 11 Tansik & Driskill 1977 20 hrs of lectures, case studies, role-playing Small changes right after, positive changes 5 weeks after, negative attitudes 12 weeks after Sorcher & Spence 1982 10 week prog of watching videotapes of effective behaviors, role playing with reinforcement No changes immediately or 6 weeks after, but positive changes 20 weeks after Evaluation of Diversity Training Programs

12. 12 Dunnette & Motowildo (1982) 3-days of small group discussions, readings, seminars, videos on sexist attitudes & behaviors No changes for men, but positive changes for women Evaluation of Diversity Training Programs

13. 13 Alderfer (1992) Upward mobility program, balanced composition of promotion committees, workshop had lectures, role- plays and experiential activities Increases in minorities in management ranks Dominant group members evaluated program more negatively than minority group members Evaluation of Diversity Training Programs

14. 14 Ellis & Sonnenfield (1994) 1 day of watching videos of culturally insensitive behaviors and discussing them 59% evaluated seminar positively Tan, Morris, & Romero (1996) 3 days of case studies, simulations, videos, discussions Increased knowledge of Diversity issues Barriers to change Sensitization to and knowledge of how to prevent negative effects of prejudice & stereotypes Evaluation of Diversity Training Programs

15. 15 Hanover & Cellar 1998 Videos, role playing, examination of diversity practices, action planning Increased ratings on diversity practice measures (e.g., open discussions of group differences, discouraging comments perpetuating stereotypes) Rynes & Rosen 1995 33% of HR managers surveyed rated diversity programs as successful but 18% rated them as unsuccessful Mandatory prog were rated as more successful Evaluation of Diversity Training Programs

16. 16 Layng 1998 Analysis of commonly used video in diversity training programs Introduced new stereotypes to replace old ones Too much focus on incompetence of White male managers can alienate intended audience Suggests that diversity leads to communication problems Evaluation of Diversity Training Programs

17. 17 Conclusion from review of published evaluations of diversity training programs They do not work Does Diversity Training Work

18. 18 Content of Training Participants Changing established norms & practices of adults in organizations is difficult –Need managing diversity initiatives to occur simultaneously (e.g., Alderfer, 92) Mismanagement of expectations –Limited time for change to occur –Attitudes/feelings hard to change Why Diversity Training may fail

19. 19 Teach inter-group aspects –E.g., Emphasize similarity & differences within groups as in cultural circles Teach Legal aspects –E.g., Discrimination scenarios exercise –Focus on training skills bec. employers are legally responsible for employee behaviors Added benefit of making diversity policies palatable to all Confrontation of Values Prevalent organizational values Value differences between groups Content of Diversity Training

20. 20 Before Training: Composition of training group Majority & minority members Members from all organizational ranks, Diverse trainers on teams Participants of Diversity Training

21. 21 During training, anticipate Majority/dominant groups Majority members may feel additionally threatened (e.g., as being attacked during training) Mandatory nature can be resented –People who need it the most get it but popularity may be reduced Minorities have negative reactions re: slow pace of change may feel uncomfortable when focus of attention during training Conflict between majority & minority groups Participants of Diversity Training

22. 22 Valuing Diversity involves training for skills, increasing awareness, changing attitudes Very few evaluations of diversity training programs –Review shows they do not work –Can be due to several challenges that confront diversity trainers What we learned…