Training

Introduction This study provides a retrospective analysis of corporate diversity training from its inception in the 1960s to 2008, the year this study was published. It explores training’s evolution in response to legislative, social, and business changes. Over time, diversity training moved from a compliance-based approach to one focused on improving workplace relationships and leveraging…

Introduction This article describes a study that assessed the effectiveness of an online training on cultural competency taken by white students at a predominantly white university. There are three dimensions to cultural competence: This study assessed improvement in participants’ cultural competence along with racial colorblindness, white privilege, and skill employment before and after cultural competence…

Introduction Unconscious bias training: An assessment of the evidence for effectiveness by Doyin Atewologun, et al. is a literature review and meta-analysis of studies that examines the evidence for the effectiveness of unconscious bias  training programs in actually reducing unconscious bias in individuals and organizations. The authors first define unconscious bias as the automatic and…

Introduction Given the recent increase in racial diversity of the US university student population, it is critical now more than ever educators and administrators must be equipped to meet the challenges and demands associated with effectively teaching students of all racial, Indigenous, and ethnic identities. As such, racially diverse leaders are crucial in all environments,…

Introduction Chavez and Weisinger introduce an alternative approach to traditional diversity programs and aim to stimulate new interventions among human resources scholars and practitioners. Their study responds to extant academic literature highlighting the shortcomings and failures of traditional diversity programs, which are widely and consistently implemented across the vast majority of large American companies. Despite…

Introduction Many White-serving educational institutions focus on colorblind or race neutral policies to advance racial equity in faculty hiring. This approach has led to inequitable hiring practices and a lack of racially minoritized faculty. This study aims to interrogate how professors can rethink their organizational culture to advance racial equity in the hiring process. The…

Introduction Over the last several years, the field of implementation science (IS) has become an increasingly popular framework for policymakers to translate evidence-based interventions (EBIs) into routine, real-world practices. IS is most salient in health settings, as it is primarily used with the objective of improving the quality and effectiveness of healthcare services. Despite the…

In order for the field of Organizational Behavior Management to help lead on racial equity change, it must first prioritize becoming more racially inclusive and equitable itself. Introduction With the growing prominence of the Black Lives Matter Movement, many organizations, no matter the type, have increased their commitments to racial equity in the last several…

Introduction In the four decades since the passage of Title VII of the 1964 Civil Rights Act, which prohibits employment discrimination based on race, color, religion, sex, and national origin, many changes have occured in the American workplace. Yet, gender and racial segregation in companies persists along with professional environments that are hostile to women,…

Introduction Over the last two decades, the fields of diversity training and diversity education have become critical components of organizations and academic settings. Just as organizations develop antiracism policies and employee training, management programs have also expanded their diversity management educational offerings. Diversity training refers to the specialized field devoted to ad hoc training in…