Diversity Training Pros And Cons

As workforce demographics shift and global markets emerge, workplace diversity inches closer to becoming a business necessity instead of a banner that companies wave to show their commitment to embracing differences and change. The U.S. workforce is undoubtedly becoming more diverse. As of June 2012, people of color made up 36 percent of the labor force. Breaking it down by race and ethnicity, approximately 99,945,000 (64 percent) in the labor force are non-Hispanic white; 24,679,000 (16 percent) are Hispanic; 18,758,000 (12 percent) are African American; and 8,202,000 (5 percent) are Asian. Jianto Hu stated, “diversity in the world is a basic characteristic of human society, and also the key condition for a lively and dynamic world as we see

Empirical research supports the notion that diversity management can have a positive spillover effect in the workplace. Diversity management is defined as the planning and implementation of organizational systems and human resource practices to maximize the advantages of diversity while minimizing its disadvantages. There are several commonly used strategies in managing diversity. One of the most widespread methods is diversity training. Diversity training is a course of instruction aimed at increasing the participants' cultural awareness, knowledge, and skills in order to benefit an organization by protecting against civil rights violations. According to supporters of diversity training, the goal is to reach an individual’s sense of empathy and morality. It seeks to address a sense of apathy that many people have because they do not think the problem affects them or they do not believe that they act in a racist manner. Another strategy, which has received less academic attention, is organizational assessment. Commonly referred to as cultural competency organizational assessment or diversity audits, this approach allows workplaces to review and plan for improved practice across a range of organizational