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Abstract
Diversity training is a big topic through many organizations. And many organizations offer
diversity training to their members as a well to promote self-awareness and inclusivity. Though
many researchers argue the effectiveness of diversity training and argue there is not enough
evidence to support it is useful in and organization. This paper will discuss what diversity
training looks like, different points made for diversity training, and the issues surround diversity
training. It is important to note that this paper also looks at diversity from a Christian perspective
and God’s view on diversity and how Christians are supposed to act with those differences.
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Introduction
In defiance of years of research and effort from organizational leaders and policy makers
tensions and inequality with diversity and inclusion still happen among the many different US
organizations. There is a need for efforts to guide diversity and inclusion in organizations not
only in the US but globally (Bernstein, Bulger, Salipante, & Weisinger, 2019). Even with
research being conducted the results of diversity training are contradictory to say the least. Many
organizations offer guidance to help reduce discrimination and create an inclusive safe working
environment for all belonging to the organization.
Diversity training is a tool used to educate on inclusion in the workplace. Because of its
growing popularity there is growing interest in research and investment (Thakur & Dhar, 2022).
Diversity training is an initiative to raise awareness about individual differences to bring changes
in behavior and understanding of those differences in others. Most authors have categorized
diversity training into three main categories; First, raise awareness about diversity, second,
reduce biases by highlighting stereotypes and prejudices, and lastly, promote inclusive behavior
through the organization and by all those belonging to the organization.
Promotion of Diversity Training
In recent years there have been a renewed attention toward social injustice regarding race,
gender, and other historically oppressed groups. As more people recognize these biases and
stereotypes there has been a call to create and implement diversity training in organizations to
promote equality and inclusion throughout organizations to promote positive changes and
inclusivity among organizations (Taylor & Cox, 2022). Most larger organizations have a
diversity and inclusion team that works closely with the organization leadership to create and
implement diversity training to the organization.
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Most literature available promotes diversity training in organizations and relates to
Barbara Walker’s phrase valuing differences, (Werner, 2022). It is important for an organization
to create an environment where each person’s differences are valued and respected. For an
organization to implement diversity and inclusion changes Werner advises of five things need to
happen. First, a long term to commitment to change, second, changes in the organizational
culture, third, modified definition of leadership and management roles, fourth, individual and
organizational adaptation, and lastly, structural changes (Werner, pg. 553, 2022). Most
organizations have some form of diversity training, but it is usually a one and done type of thing
with no additional reinforcement. Which can sometimes lead to forgotten concepts.
One article suggests that there are two types of diversity training to promote within an
organization. One type is concurrent diversity which is when the person is exposed to man
options over one learning session. The second type is cumulative diversity which is the number
of options is given over the course of all learning sessions. These two promotions are the best
way to help all those involved get the most out of the diversity training, especially if there is no
additional follow-up or reinforcement after the initial training ( Solomyak, Sharp, & Eldar,
2022).
HR and Management Roles in Diversity Training
As globalization becomes more relevant in today’s world organizations are facing a more
diverse workforce. Through equal employment opportunity and affirmative action there are laws
in place to promote organization diversity. Both managers and HR managers play a role in
organizational diversity efforts. Modified definitions of leadership and management roles have
been needed to accommodate changes in an organization including diversity (Werner, 2022).
This literature review will discuss the managers and HR managers specifically and how they are
tasked with implementing organizational diversity efforts including implementing diversity
training.
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Managers are a lead role in initiating and supporting change while HR managers are a
critical role in effecting and implementing change. Both are important partners in organizational
change. Though little attention and research has been conducted on the HR managers role in the
implementation of diversity management initiatives in organizations. HR managers may take
cues from the organization leadership on workforce diversity as a strategic issue, but it is up the
HR managers to create the training and implementation of the training (Ng & Sears, 2020).
Another paper argues that more research is needed to explore the role of diversity and
leadership management in organizations. This statement is important because skilled leadership,
managers, and HR managers are required to vision and manage implantation of change
successfully (Vito & Sethi, 2020). Boosting human capital of a diverse staff is chief to remaining
competitive in a globalized organization. HR managers that have enhanced diversity
management and training have affected all other human resources functions positively in
organizations across the globe (Nweiser & Dajnoki, 2022).
Organizational Impact
Change and involvement from all functions in an organization are essential for creating a
diverse and inclusive workplace. Based on literature, diversity training and research must
complement each other. Researchers explain that diversity training should incorporate both
awareness and skill training. This helps to promote the end goal of becoming more self-aware
and bring change to individual behavior and attitude (Kuknor & Kumar, 2024).
Organizations that focus on developing inclusive skills like open communication,
acceptance of diversity and integration of differences amount their workforce grow to become
more successful organizations overall. Diversity training that has a deep root in diversity theories
will lead people to development of knowledge, skills, behavior, and attitudes leading to a more
inclusive and diverse workforce. Organizations with a more diverse workforce are more likely to
move further because of things like innovation, higher morale, and loyalty to the organization
(Saleem, Mehta, & Jehangiri, 2021).
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Effectiveness of Diversity Training
Despite evidence that diversity training can make individuals aware of cultural
differences there are studies that question the effectiveness of diversity training in and
organization. After reading through many articles there is no direct conclusions as to whether
diversity training is effective. There are many studies at argue not enough comprehensive
research has been conducted or there is no long-term research done to conclude the effectiveness
of diversity training. According to Werner diversity training has been questioned for its political
correctness, waste of time and punishment for insensitivity (Werner, 2022). This leads to believe
that there could be no positive effect for diversity training in and organization.
There is an abundance of diversity training programs available for organizations to
purchase if they are unable to provide their own. But the offering of diversity training programs
has gotten way too ahead of evidence suggesting they are helpful. Some scholars question the
ethics of implementing these training programs without evidence of their efficiency. Others have
argued that these training programs could be counterproductive and may be met with a decrease
in representation of employees from historically marginalized groups making the trainings non
effective in organizations (Devine & Ash, 2021).
Another study suggests that instead of diversity training to try common sense, which
refers to looking at people as people and not categories. There have been many attention-
grabbing headlines in past years regarding diversity training. These generalized headings and
papers discourage understanding if diversity training and keep up the idea that diversity training
does not work (Cheng, Corrington, Dinh, & Hebl, 2019).
Regardless of whether it is believed diversity training works or does not work, more
research needs to be conducted. Diversity and inclusion are still a newer concept in organizations
and over the years research and studies can be conducted to see if diversity training is or is not
effective in organizations and maybe even be able to identify which diversity trainings work the
best for different organizations.
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Biblical Integration
Diversity and inclusion are common concepts amount Christians. Christians are taught to
love one another as Jesus has loved us. John 13:34 states, “ A new command I give you: love one
another as I have loved you, so you must love one another.” This is a very important Scripture
for Christians, this one verse sums up how Christians are supposed to live their lives, loving one
another as Jesus loves us.
Not everyone is taught to love one another, and those with differences deserved to be
loved too. Not everyone looks the same, acts the same, or has the same culture in background.
Those differences are what makes organizations and the world a new and exciting place. 1 Peter
4:10-11 reminds us, “Each of you should use whatever gift you have received to serve others, as
faithful stewards of God's grace in its various forms.” Even if a person does not agree with a
person or those beliefs go against one’s own beliefs Gods also commanded to love them.
Conclusion
To create better equality, inclusiveness and belong environment diversity training is
important to organizations. Some critics argue that there is not enough research available to
prove the effectiveness of diversity or a process to conduct diversity training in organizations,
but there is plenty of evidence to support the positives that come from diversity training. With
the intense globalization within in recent years many organizations are becoming more diverse. It
is important for these organizations to be successful to understand the positives of diversity and
help members of their organization to understand those difference as well. Many organizations
have diversity and inclusion training in place for their members and diversity and inclusion
training is a priority topic in many organizations.
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Diversity training helps individuals become self-aware and aware of the cultural
differences of those colleagues of theirs. It helps those understand cultural differences to better
understand those you are working with. It also helps create company loyalty, better safer working
relationships and conditions as well as a sense of belonging. Just because someone is difference
there is no reason to treat them differently. Organizations that offer diversity training are moving
in the right direction to promote equality and inclusion for members of their organization. As
mentioned above, diversity in an organization helps to promote innovation, productivity, and
contentment for their job and organization.
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References
Bernstein, R., Bulger, M., Salipante, P., & Weisinger, J. (2019). From Diversity to Inclusion to
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DOI:10.1007/s10551-019-04180-1
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& inclusion: proposing an organizational schema. Development and Learning
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Ng, E., & Sears, G. (2020). Walking the Talk on Diversity: CEO Beliefs, Moral Values, and the
Implementation of Workplace Diversity Practices. Journal of Business Ethics, 164(3),
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Nweiser, M., & Dajnoki, K. (2022). Walking the Talk on Diversity: CEO Beliefs, Moral Values,
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