Diversity Training - Controversial Issues

Controversial Issues

Observers characterize diversity training in very different ways. Its proponents consider it morally right, because it respects diversity, recognizing the value and contributions of every human being. They also view it as economically sound, because it enables organizations to draw on multiplicities of talents and strengths.

According to Hans Bader, its opponents consider it an oppressive ideological reeducation tactic, that actually injures the ability of organizations to attain their goals. It has been suggested that diversity training reinforces differences between individuals instead of concentrating on their commonalities, thus helping to further racialize the workplace and creating situations where people "tiptoe" around issues such as how to relate to people of different cultures as opposed to people learning to communicate with and truly understand each other. It may also, according to law professor Gail Heriot, amount to a "rather blatant form of racial and sexual harassment".

These opinions have been confirmed by the Tenth Circuit Court of Appeals which, in Fitzgerald v. Mountain States Tel & Tel. Co. (1995), noted that "diversity training sessions generate conflict and emotion" and that "diversity training is perhaps a tyranny of virtue."

In a paper published in the American Sociological Review, the authors concluded efforts to mitigate managerial bias ultimately fail in the organization's aim to increase diversity in the management and leadership ranks. In contrast, programs which established specific responsibility for diversity, such as equal opportunity staff positions or diversity task forces, have proven most effective in general. However, the results also indicate that White females benefit significantly more from these structural changes. The benefits for African American females and males were appreciably lower than European American females. Networking and mentoring, which were considered bias mitigating approaches, served African American females the most. African American males were the least likely to benefit from any of the methods.

The news media and bloggers have used the study results to question the merits of financing the sizable diversity training industry. In January 2008, the Washington Post used quotes from “longtime diversity trainer” Dr. Billy E. Vaughn (Diversity Training University International) and others to make the point that Kalev’s research suggests other strategies may be more effective than diversity training for mobilizing people of color and women into management roles. Dr. Vaughn responded in his blog, the Kalev and his colleague’s assumption in conducting their research diversity training is useful for breaking the glass ceiling was ill-conceived.