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Training & Management Methods Five guiding principles to help to improve diversity-training assessment
| Content Provider | Semantic Scholar |
|---|---|
| Author | Pendry, Louise F. Driscoll, Denise M. |
| Copyright Year | 2011 |
| Abstract | Diversity training (DT) is currently the main diversity-management tool inorganizations.ArecentsurveyofindividualsinUKorganizationschargedwith diversity-management responsibilities found that 94 per cent ofrespondents said their organization employed DT awareness training,and 77 per cent mentioned offering manager DT (CIPD, 2006). With ourcombined experience as both academics and DT practitioners, we havepreviously reported how little mainstream social science andmanagement theory and research finds its way into the development ofDT programmes (Pendry et al., 2007). In the present article, we turn ourattention to the topic of putting DT assessment into practice. In simpleterms, when and how can practitioners incorporate what we know fromthe social-science and management literatures to better assess theeffectsofDT?In discussing why assessment is not a more routine part of diversitymanagement, we provide a clear picture of hurdles that can deter apractitioner from including assessment in his or her work. We hope thatacknowledging some of these hurdles – and discussing how tocircumvent those hurdles that cannot be jumped – serves as an impetustopractitionerstotryassessment.Inthispaperwe: |
| File Format | PDF HTM / HTML |
| DOI | 10.1108/09513501111119219 |
| Alternate Webpage(s) | http://www.emeraldinsight.com/authors/literati/tmdm_hc1.pdf |
| Alternate Webpage(s) | http://www.emeraldgrouppublishing.com/authors/literati/tmdm_hc1.pdf |
| Alternate Webpage(s) | https://doi.org/10.1108/09513501111119219 |
| Language | English |
| Access Restriction | Open |
| Content Type | Text |
| Resource Type | Article |
