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.
The different factors which contribute to low diversity are often hotly contested and difficult to untangle. We propose that many of the barriers to change arise from self-reinforcing feedbacks between low group diversity and inclusivity. Using a dynamic model, we demonstrate how bias in employee appointment and departure can trap organizations in a state with much lower diversity than the applicant pool: a workforce diversity “poverty trap”. Our results also illustrate that if turnover rate is low, employee diversity takes a very long time to change, even in the absence of any bias.
A list of racial equity programs and training providers serving faith communities, civic organizations, educational institutions, and anyone working to combat racism and increase cultural competence.
Tagged under Equity/Diversity/Inclusion, Nonprofits, Organizations, Education and Training Providers
Although many nations have had remarkable histories as leaders in science and technology, few have simultaneously struggled with the challenge of meeting the educational and training needs of underrepresented groups. In this article, we share strategies for building the agency of the scientific community to achieve greater diversity by highlighting four key action areas: (1) aligning institutional culture and climate; (2) building inter-institutional partnerships; (3) building and sustaining critical mass; and (4) ensuring, rewarding, and maximizing faculty involvement.
The U.S. Chamber of Commerce Foundation is engaging employers and their partners across the country in developing a new demand-driven approach—talent pipeline management—to close the skills gap.
Tagged under Guides and Reports, Initiatives, Education and Training Providers, Workforce Development
This paper describes how the most common top-down diversity efforts typically go wrong and offers more effective solutions emphasizing engagement, contact, and social responsibility.
Tagged under Data/Evaluation, Education and Training Providers, Equity/Diversity/Inclusion, Guides and Reports
Diversity approaches are important because they provide employees with a framework for thinking about group differences in the workplace and how they should respond to them. The authors of this paper studied the public diversity statements of 151 big law firms in the U.S. to understand the relationship between how organizations talk about diversity and the rates of attrition of associate-level women and racial minority attorneys at these firms. This paper assumes that how firms talked about diversity in their statements was a rough proxy for their firm’s approach to diversity more generally.