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“A GEM” for increasing the effectiveness of diversity training
Author(s) -
Cocchiara Faye K.,
Connerley Mary L.,
Bell Myrtle P.
Publication year - 2010
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.20396
Subject(s) - diversity (politics) , transformative learning , attendance , accountability , diversity training , training (meteorology) , relevance (law) , psychology , work (physics) , business , public relations , knowledge management , medical education , political science , pedagogy , computer science , medicine , engineering , mechanical engineering , physics , meteorology , law
Questions about diversity training's utility and effectiveness remain despite its widespread use and the significant investments many firms make in such training. As a result, some HR practitioners have doubts about its relevance in the workplace. In this paper, we envision a future state of diversity training whereby diversity is embedded into work practices and programs through direct knowledge transfer, continuous skill development, and accountability for learning. We recommend four specific guidelines that HR leaders can follow to achieve this “future state” called A.G.E.M.—Approach, Goals, Executive Commitment, and Mandatory Attendance. We suggest that following the A.G.E.M. approach will lead to the kind of transformative behavioral changes required for effective diversity training programs.