Best Practices for Diversity Training

Workforce.com
Here are five of the best practices based on research and companies’ experiences
By Todd Henneman
September 12, 2011

Here are five of the best practices based on research and companies' experiences.
• Communicate an individual business case. During the past decade, developing a business case for diversity has become a standard practice within companies. However, organizations also should communicate what Villanova University management professor Quinetta Roberson calls an individual business case. “People want to know, ‘What's in it for me?' ” says Roberson, who studies strategic diversity management. “Is this going to increase my skill set where I'm more likely to be identified as a high-potential or future leader? They need to be given some kind of motivation to learn.” That way, they're more engaged when they attend training.
• Use experiential training focused on behaviors. “Generic and theoretical learning doesn't have the same stickiness as experiential learning,” says Michael Hyter, president of diversity consultant Global Novations. Leading-edge practices incorporate experiential learning that develops skills rather than simulates discrimination. “We don't teach people how to manage black people,” Hyter says. “We teach people how to teach people who are different than them.”

Full Story: http://www.workforce.com/article/20110912/TOOLS/308129991/best-practices-for-diversity-training