Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Seeking common ground: an alternative diversity training paradigm

Seeking common ground: an alternative diversity training paradigm Purpose – During a typical diversity program, participants are encouraged to recognize, evaluate, and appreciate differences. The purpose of this paper is to explore the rationale for “Conversity ® ”: an alternative approach to diversity training that is based on connections. Design/methodology approach – The paper is based on a review of the literature on “traditional” diversity training paradigms, the impact of diversity on the brain, and basic social psychology concepts such as categorization and social affiliation. The authors relate literature review findings to their experiences conducting “connections‐based” (“Conversity”) diversity training. Findings – The human brain is already wired to perceive differences. Further, human beings tend to prefer others who share their group affiliations. Possible consequences of “typical” diversity training programs may include a “backlash” against diversity, an increase in participants' fears, and a reinforcement of inter‐group divisions. Practical implications – This paper offers practitioners an alternative paradigm for diversity training design including alternative categorization (i.e. emphasis on non‐traditional diversity categories such as personality or team color) and an intentional search for connections between participants. Originality/value – Historically, diversity training programs have focused on the value of differences rather than on the power of common ground. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Industrial and Commercial Training Emerald Publishing

Seeking common ground: an alternative diversity training paradigm

Download PDF
8 pages

Loading next page...
 
/lp/emerald-publishing/seeking-common-ground-an-alternative-diversity-training-paradigm-PwgBUqdvkY

References (12)

Publisher
Emerald Publishing
Copyright
Copyright © 2011 Emerald Group Publishing Limited. All rights reserved.
ISSN
0019-7858
DOI
10.1108/00197851111145871
Publisher site
See Article on Publisher Site

Abstract

Purpose – During a typical diversity program, participants are encouraged to recognize, evaluate, and appreciate differences. The purpose of this paper is to explore the rationale for “Conversity ® ”: an alternative approach to diversity training that is based on connections. Design/methodology approach – The paper is based on a review of the literature on “traditional” diversity training paradigms, the impact of diversity on the brain, and basic social psychology concepts such as categorization and social affiliation. The authors relate literature review findings to their experiences conducting “connections‐based” (“Conversity”) diversity training. Findings – The human brain is already wired to perceive differences. Further, human beings tend to prefer others who share their group affiliations. Possible consequences of “typical” diversity training programs may include a “backlash” against diversity, an increase in participants' fears, and a reinforcement of inter‐group divisions. Practical implications – This paper offers practitioners an alternative paradigm for diversity training design including alternative categorization (i.e. emphasis on non‐traditional diversity categories such as personality or team color) and an intentional search for connections between participants. Originality/value – Historically, diversity training programs have focused on the value of differences rather than on the power of common ground.

Journal

Industrial and Commercial Training – Emerald Publishing

Published: Jul 12, 2011

Keywords: Diversity training; Human resources; Intercultural relations; Prejudice; Discrimination; Team effectiveness; Diversity management; Human resource management

There are no references for this article.