ABSTRACT
Faced with an ever-changing workforce, organizations have sought methods to successfully manage diversity. Consequently, companies have invested in training aimed at creating a more inclusive and productive work environment for everyone. These programmes strive to facilitate better intergroup interactions by reducing the conflict that can rise between different others and providing employees with diversity-oriented knowledge and skillsets. Consistent with these objectives, the literature on diversity training suggests they it can benefit social justice, personal learning, and business outcomes. In particular, programmes can target inequitable practices and structures that disadvantage minority groups, create opportunities for self-reflection and awareness of biases, and promote collaboration between employees that leads to creative solutions. Yet, organizations must balance these positive outcomes with the challenges linked to diversity training, including the cost of implementation, the backlash they can generate, and finding comprehensive methods for measuring overall effectiveness. In order to maximize the potential for success, companies should seek to complement short-term training with a long-term commitment to diversity initiatives, focus on developing goal-setting and perspective-taking strategies, and use a multicultural versus colour-blind framework. By employing a scientifically grounded approach to training, organizations are more likely to harness the advantages associated with diversity.
