The downside of diversity

Citation metadata

Author: Victor C. Thomas
Date: Jan. 1994
From: Training & Development(Vol. 48, Issue 1)
Publisher: Association for Talent Development (ATD)
Document Type: Article
Length: 2,058 words

Main content

Abstract :

Diversity training can be most effective if the approach taken is one that is realistic, cautious and long-term-oriented. First, trainers should treat diversity training as a business issue and not a psychological and anthropological concern. Trainers should keep in mind that diversity is pursued in organizations solely for the purpose of removing barriers to production and creativity with the ultimate aim of increasing profits. Another rule is to conduct diversity training with utmost cautiousness. This will help them address the confusion, disorder, approval, trepidation, reverence, bewilderment and hostility that may all serve to challenge diversity training. Lastly, trainers should set only those objectives that are specific and measurable, and those goals that are long-term. Attitudes can be modified more easily if the change happens over time as compared to a sudden change.

Source Citation

Source Citation
Thomas, Victor C. "The downside of diversity." Training & Development, vol. 48, no. 1, Jan. 1994, p. 60+. Accessed 1 Mar. 2021.

Gale Document Number: GALE|A15087588