Diversity training in the workplace: Assessing effectiveness and outcomes

Purpose: This paper reviews the existing literature regarding the effectiveness of diversity training within organizations and examines the empirical evidence and theoretical foundations that support claims that such initiatives can help reduce racist attitudes and behaviours. Methodology: The author conducted a thorough examination of relevant research reported in academic and practitioner publications. Findings: On balance, the evidence supports the contention that diversity training can lead to positive outcomes, but results vary depending on (i) the culture of an organization; (ii) the quality of its leadership; and (iii) the type of diversity training that is offered. Implications: Findings support the assertion that training alone will not eliminate racist attitudes and behaviours in the workplace and must be supported by additional measures to affect positive change. The author concludes with recommendations in this regard. Limitations: The author of this paper did not conduct any independent empirical research. Findings are based on studies conducted by others that likely contain their own limitations and weaknesses, including small sample sizes, inadequate use of diversity training metrics, and an over-reliance on self-reported evaluations (Alhejji et al., 2016, p. 140).