This article analyzes the scholarship on diversity-training outcomes utilizing a systematic literature review (SLR) and provide insights for future research. The article advances our understanding of diversity training outcomes through the integration of three perspectives: the business case, learning, and social justice perspectives.
This study responds to recent evidence that diversity climate moderates the relationship between diversity and
organizational performance and answers calls for empirical attention to understanding how diversity climates are created and managed. This study provides an organizational level investigation of the determinants of perceptions of diversity climate among employees.
This report is the most comprehensive study to date (2005) of employees’ attitudes regarding programs and policies designed to foster diversity and inclusion. By determining what employees value and appreciate, the National Urban League hopes to provide some frequently requested guidance to American businesses that are looking not only to do the right thing but to do it the right way.
Employers have experimented with three broad approaches to promoting diversity. Some programs are designed to establish organizational responsibility for diversity, others to moderate managerial bias through training and feedback, and still others to reduce the social isolation of women and minority workers. These approaches find support in academic theories of how organizations achieve goals, how stereotyping shapes hiring and promotion, and how networks influence careers. This is the first systematic analysis of their efficacy.
This study investigates perceptions of workplace discrimination among racial minorities in Canada. Specifically, the study examines how objective experiences of disadvantage and expectations for equity influence racial minorities’ perceptions of discrimination. The results indicate that while both of these factors affect perceptions of discrimination, expectations for equity may be especially important.
This meta-analysis of 260 independent samples assessed the effects of diversity training on 4 training outcomes over time and across characteristics of training context, design, and participants. Models from the training literature and psychological theory on diversity were used to generate theory-driven predictions. The results revealed an overall effect size (Hedges g) of .38 with the largest effect being for reactions to training and cognitive learning.
For foundations to work toward racial equity through their philanthropic investments and leadership, they must shine a light on white privilege and white culture both internally and externally. This article discusses tools for tackling those challenges: creating a container with intentional group norms, exploring accumulated racial advantages and disadvantages, reflecting on white culture, and caucusing by racial identity.
At present there are few examples of sustained reductions in disproportionate minority contact with the juvenile justice and child welfare systems. This article describes the use of three instruments that have been used to measure levels of racial and ethnic disproportionality and disparities: The Disproportionality Diagnostic Tool, Ecomap and Racial Equity Scorecard. Using a combination of community and public agency data, these tools measure and track change over time on racial and ethnic disproportionality and disparities.
An Intersectional perspective or framework encourages policymakers and social change leaders to identify the ways in which race, class, gender, ethnicity, sexual orientation, ability and status influence public policy outcomes at the national, state and local levels. This approach can also inform advocacy efforts aimed at increasing equity and equality in society.
This article describes the formation, implementation, and functioning of a White antiracism caucus, facilitated by the authors, in a large social service agency. Organizational context, group development, and attempts to address institutional racism are presented. Issues of professional identity development, the reification of White privilege, and internal systems of accountability are described.