- M. Lee Smith Publishers

by: Celeste Blackburn<br />
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According to a study led by University of Arizona sociologist Alexandra Kalev, mandatory diversity training may do more harm than good while voluntary training designed to advance the company’s business goals pays off in increased diversity in management.<br />
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The study examined 31 years of data from 830 midsize to large U.S. workplaces and found that the kind of diversity training used at most organizations was followed by a 7.5 percent drop in the number of women in management, a 10 percent drop in the number of black female managers, and a 12 percent drop in the number of black men in top positions.<br />
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“When attendance is voluntary, diversity training is followed by an increase in managerial diversity,” Kalev said. But mandatory programs started to avoid liability actually can create a backlash. This is good news because it shows that “companies can increase both quality and diversity at the same time, with the same programs.”<br />
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“Most women and minorities are stuck in low-visibility jobs with little opportunity for proving themselves and for advancement. When companies put in place cross-functional work teams and cross-training programs, these women and minorities suddenly have more opportunities to demonstrate their skills and smarts,” Kalev said.<br />
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This sort of training has direct benefits for diversity by:<br />
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* allowing workers learn various jobs so they can perform their own job better or help others when needed;<br />
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* helping employees traditionally segregated from the rest of the workplace to meet new people, participate and express their views, get responsibility, and show managers that they can handle other duties;<br />
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* putting talented employees on the radar screen of managers and others who get to know them better; and<br />
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* introducing employees to coworkers who may be able to help mentor and guide them.<br />
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