Unlike the first message—that targets need help to succeed—this is a message that leaders probably want to send when they implement a diversity initiative. But it can also lead to some perceived unfairness among members of non-target groups, such as whites and men.
This is because people tend to perceive intergroup relations as a zero-sum game. They see that as unfair, and ultimately this leads to a lack of engagement. They form negative attitudes toward the organization because they feel the organization is treating them unfairly. False progress. This is when a diversity initiative has the desired effect on the intended outcome—when the diversity numbers improve, so it looks like things are getting better—but that improvement is not accompanied by true underlying change.
There have been some anecdotal accounts about ways this might happen. For example, people have speculated that in order to improve the diversity numbers, a manager might take a non-managerial job held by a lot of women or minorities, and just reclassify it as a managerial job. It looks like the representation in managerial positions has gone up, but nothing has actually changed.
A likely cause of false progress is the signal that diversity goals are valued by organizational leaders. People believe the organization cares about diversity, and that managers will be rewarded for fostering it, but then they become motivated by extrinsic incentives rather than an intrinsic belief in it. In other words, it motivates people to take shortcuts. In a study , my colleagues and I found some evidence of how subtle these unintended consequences can be.
Alternatively, the majority of women, who were not deemed high-potential, did not benefit from the diversity initiatives and instead continued to receive a pay penalty. Passive yet repetitive communication channels are a superb way to change perceptions. Diversity initiatives like these are a valuable way to help every employee feel represented at work. Plan these events using an annual planning calendar Use counter stereotype imagery to overcome unconscious bias.
For example, a picture of a woman in a hard hat, a woman at her desk breastfeeding a baby, a Hispanic man in his barristers' gown, and so on. Images like these jolt people into addressing their own unconscious biases. Unconscious bias needs regular confrontation and people need to use conscious thought to overcome them. This takes repetition and practice. Highlight executive support in employee newsletters and other relevant internal communication channels.
Hold international potluck dinners where employees can get together, share their cultures and traditions, and meet each other. Fear of the unknown prevents people from connecting. Use organizational data around diversity and inclusion by tracking changing employee demographics and perceptions. Segment employee experience surveys by diversity groups to see how employee experience is impacted.
We chose HRDQ as our best overall diversity training provider because their training is interactive, fostering both cooperation and team-building. However, training does not provide employees with a certificate of completion. HRDQ has been a coaching and training tool provider since The company provides training on a wide range of topics including accountability, coaching, leadership, decision making, and performance management.
Compliance Training Group is a division of Employers Choice, which was founded in It has offices in Southern California and New York. Compliance Training Group provides employee training on a number of different subjects including substance abuse awareness, sexual harassment, violence in the workplace, and workplace ethics.
We chose Compliance Training Group as our runner-up for best overall diversity training provider because the company offers diversity and sensitivity training programs that are specifically geared toward employees and supervisors. Programs can be accessed and completed 24 hours a day. Employee training programs last one hour, while supervisor training is 90 minutes. Through eCornell, Cornell University offers more than 80 training programs related to human resources, marketing, accounting, and other topics.
Among its many training programs, eCornell offers training on workplace diversity and inclusion that is specifically geared toward business owners, managers, and HR professionals, who are then better prepared to train their own employees after completing this course. The program is all online and lasts approximately two months. Media Partners is a training and consulting company founded in While the company previously focused on individual consulting services, since changing its CEO in it has expanded its training offerings.
Today, it is primarily focused on organizational training on issues such as harassment, team building, and leadership development. Media Partners offers several workplace diversity training programs and tools, but the program the stand out for is its Diversity — The Complete Series program.
Diversity is a DVD that lasts for 36 minutes and covers topics including biases, inappropriate jokes, good workplace behavior, and working with bilingual employees.
ProProfs is an online training and assessment company that was founded in and is headquartered in Santa Monica, California. The company offers a platform for people to design courses, quizzes, games, and project management tools. This makes ProProfs more appropriate for businesses with many employees and with a greater need to provide customized training online.
In addition to course offerings from these institutions, edX also offers online programs developed by international universities, nonprofits, and other organizations—many courses even qualify for college credit if applicants later decide to pursue a degree from a participating university. Harvard sociologist Samuel Stouffer, who was on leave at the War Department, made a survey of the troops regarding their racial attitudes. According to the HBR article, Stouffer found:. Stouffer concluded that whites fighting alongside blacks came to see them as soldiers like themselves first and foremost.
So, a key means of making your own diversity training programs more successful may be to have diverse groups of people working together toward a common goal and depending on one another.
This can erode negative attitudes and biases, while also promoting inclusion and cooperation. These are just a few examples of training programs and other initiatives in various workplaces that helped to promote diversity for their respective organizations. Other efforts within the organization, such as using mentoring, making concerted efforts to increase the diversity of new recruits, and having different groups working together toward common goals all serve to enhance diversity training in the workplace.
All video lessons feature a prominent thought leader and human-centered instructional design to make learning engaging and easy.
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