Diversity Training Abstract

Diversity Training Abstract - Diversity Training Abstract 1...

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Diversity Training Abstract 1 Diversity Training Abstract Crystal Burgess July 15, 2011 HRMG 5610
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Diversity Training Abstract 2 In January 2008, Shankar Vedantam from Most Diversity Training Ineffective, Study Finds” used quotes from diversity trainer Dr. Billy Vaughn of Diversity Training University International and others to make the point that sociologist Alexandra Kalev’s research suggests other strategies may be more effective than diversity training for mobilizing people of color and women into management roles. Kalev’s assumption in conducting their research diversity training is useful for breaking the glass ceiling was ill-conceived. The sociologists show that diversity training has little to no effect on the racial and gender mix of a company's top ranks. Their analysis found no real change in the number of women and minority managers after companies began diversity training. The law is one reason that employers favor diversity training. Employers believe that having a program in place can show a judge that they are sincerely fighting prejudice. Studies show that any training generates a backlash and that mandatory diversity training in particular may even activate a bias. Researchers also see evidence of biases so deeply ingrained that they simply can't be taught away in a one-day workshop. Diversity training is ubiquitous in contemporary American society. Kalev (2006)
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This note was uploaded on 11/27/2011 for the course HRMN 3420 taught by Professor Kyrasutton during the Spring '10 term at Auburn University.

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Diversity Training Abstract - Diversity Training Abstract 1...

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