"Firms have long relied on diversity training to reduce bias on the job . . . Yet laboratory studies show that this kind of force-feeding can activate bias rather than stamp it out. . . .
In analyzing three decades’ worth of data from more than 800 U.S. firms and interviewing hundreds of line managers and executives at length, we’ve seen that companies get better results when they ease up on the control tactics. It’s more effective to engage managers in solving the problem, increase their on-the-job contact with female and minority workers, and promote social accountability—the desire to look fair-minded. That’s why interventions such as targeted college recruitment, mentoring programs, self-managed teams, and task forces have boosted diversity in businesses. Some of the most effective solutions aren’t even designed with diversity in mind."
Tuesday, July 5, 2016
Why Diversity Programs Fail
See Notable & Quotable: Diversity Training: ‘Laboratory studies show that this kind of force-feeding can activate bias rather than stamp it out’ from the WSJ.