National Library of Australia

Due to major building activity, some collections are unavailable. Please check your requests before visiting. Learn more.

You must be logged in to Tag Records
Diversity Training. Myths and Realities No. 13 [microform] / Bettina Lankard Brown
Bib ID 5682491
Format BookBook, MicroformMicroform, OnlineOnline
Brown, Bettina Lankard
Online Versions
Description [Washington, D.C.] : Distributed by ERIC Clearinghouse, 2001 
4 p. 

Certain myths cause some people to fear or resist diversity training; other myths overstate its outcomes and effectiveness. Many workers--white males in particular--fear that in the rush for a more diverse workplace, they will lose out. Their fears can be addressed by delivering training in a way that convinces employees that the organization's diversity programs do not seek to displace white males but to prepare workers and managers to work in a heterogeneous environment. Diversity is not synonymous with affirmative action. Successful processes to establish focus and content of training include needs assessment, organization's demonstrated commitment to diversity issues, and organizational communication about the goals and objectives of its specific diversity program. Diversity training programs should help each participant treat other people as those others wish to be treated. Rather than trying to change values, diversity programs should help people look at specific behaviors that cause pain or problems and find ways to avoid them. Training effectiveness should not be linked to participant satisfaction or determined using measurement standards. Incentives for diversity training include legal, humanitarian, and ethical concerns, but the one common incentive shared by all organizations is the realization of economic reward for their diversity training efforts. (YLB)


Availability: For full text:

Sponsoring Agency: Office of Educational Research and Improvement (ED), Washington, DC.

Contract Number: ED-99-CO-0013.

May also be available online. Address as at 14/8/18:

Reproduction Microfiche. [Washington D.C.]: ERIC Clearinghouse microfiches : positive. 
Subjects Adult Education.  |  Behavior Change.  |  Cultural Pluralism.  |  Diversity (Institutional)  |  Employee Attitudes.  |  Employer Employee Relationship.  |  Males.  |  Multicultural Education.  |  Organizational Climate.  |  Productivity.  |  Program Effectiveness.  |  Staff Development.  |  Training.  |  Whites.  |  Diversity Training  |  Work Values
Form/genre ERIC Publications.
Other authors/contributors ERIC Clearinghouse on Adult, Career, and Vocational Education
Available From ERIC 


In the Library

Request this item to view in the Library's reading rooms using your library card. To learn more about how to request items watch this short online video Help Video.

Details Collect From
mc 2253 ED454403 Main Reading Room - Newspapers and Family History
This item may be online. Please search the ERIC website prior to requesting this microfiche item.

Order a copy

- Copyright or permission restrictions may apply. We will contact you if necessary.

Help Video To learn more about Copies Direct watch this short online video Help Video.
close Can I borrow items from the Library?

You need Flash player 8+ and JavaScript enabled to view this video embedded.

You can view this on the NLA website.

close What can I get online?

You need Flash player 8+ and JavaScript enabled to view this video embedded.

You can view this on the NLA website.

close Can I get copies of items from the Library?

You need Flash player 8+ and JavaScript enabled to view this video embedded.

You can view this on the NLA website.

Aboriginal and Torres Strait Islander Flags
Aboriginal, Torres Strait Islander and other First Nations people are advised that this catalogue contains names, recordings and images of deceased people and other content that may be culturally sensitive. Please also be aware that you may see certain words or descriptions in this catalogue which reflect the author’s attitude or that of the period in which the item was created and may now be considered offensive.