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Sunday, April 29, 2007

Comments

Arthur Eckart

Using data of corporations that existed since at least 1971 would exclude a large number of new minority corporations (that may have grown faster). Also, needed controlling variables are missing and there seems to be a great deal of multicollinearity. It seems to be a rather ignorant, stereotypical, or narrow conclusion.

Arthur Eckart

Top executives want the best workers and tend to adhere to policy changes. Racism or sexism would put firms at competitive disadvantages, create lawsuits, lower sales, etc. which are costly. Of course, some companies are more active than others recruiting workers. However, I doubt many companies have meaningful quotas.

Lord

Considering most women weren't in the workforce earlier than that, it sounds more like hysterias and inertia than anything else. A comparison of declining and advancing industries might be fruitful.

Ruth Raisfeld

The popular press pieces criticizing diversity training on the basis of the Kalev-Dobbin-Kelly study is misleading and misconstrue the findings of that study. Of course diversity training alone won't make sustained change in an organization. Diversity training is but one step toward making effective sustained change in corporate culture that must start at the top of an organization and be supported throughout the organization. Like going on a diet and sticking to it, the message of diversity, inclusion and respect must be preached and practiced every day. The Kalev-Dobbin-Kelly study supports this by concluding that the most effective diversity programs emanate from a standing department or dedicated executive, not training alone.

Lafayette
RR: Like going on a diet and sticking to it, the message of diversity, inclusion and respect must be preached and practiced every day.

I liked the last bit … "practiced every day".

I would add that the moral standards of a company, however often espoused, depend more upon the behaviour of its management. A company can say whatever it wants, but management behaviour is quite another matter.

People will mimic generally their management when it comes to business ethics. Cultural diversity is often simply one more attribute of a company that gets mainly lip-service … until an issue blows up in management’s face. By then, of course, it’s too late, isn’t it …

If management does not practice what it preaches, this happens fairly regularly. Look at Exxon as the latest and gravest example of corporate ethics to have gone awry. The rot was from the top down.

Arthur Eckart

Lafayette, I looked up Exxon and didn't see anything racist or sexist. Where's the "rot?" Perhaps, you're not aware Exxon earned more profit (or created more capital) than any other corporation in the world and provides high paying jobs.

Anon

A company that provides translation services and cultural sensitivity training to other organizations is being accused of sex discrimination and racial insensitivity in its own ranks.

Nataly Kelly, 31, of Nashua, the former director of product development for NetworkOmni Multilingual Communications Inc., of Westlake Village, Calif., filed a sex discrimination and retaliation complaint with the New Hampshire Human Rights Commission yesterday.

To bolster her discrimination complaint with the state, Kelly included photos allegedly showing the company's top two human resources executives dressed up for the 2005 corporate Halloween party as a black pimp and a white prostitute. The "pimp," a white woman wearing blackface and sporting a fake gold tooth, won the prize for best costume, the complaint said.

Kelly said she had directed many of her complaints about discrimination to the two human resources executives. She said she did not attend the party and only learned of the women's costumes recently when someone gave her the photos.

One of the products she developed for NetworkOmni was a training program in "cultural competence" for clients, such as doctors and nurses, to help them deal sensitively and knowledgeably with people of various nationalities and ethnic groups.

"I was completely shocked, because here I worked to develop programs to combat exactly this type of thing," she said in a telephone interview yesterday.

http://www.unionleader.com/article.aspx?headline=Nashua+woman+sues+sensitivity+firm&articleId=b2fcb1bc-a710-4718-82cd-6820d336da59

Billy Vaughn, PhD

Diversity training will fail when the trainer is not an expert. The problem is that too many people think they can conduct a diversity training because they believe themselves to be open-minded or born with the right skin color.

In reality, diversity training is one of the most difficult job assignments. You have to balance resistance, prejudice, and down right lack of interest with getting an excellent performance review (i.e., You don't have any marginal for error). This requires specialized training that most people neglect to consider or deem important. But, more important for good training is the expertise needed to assess training needs beyond awareness and sensitivity in order to deliver high impact content.

These things, of course, are not controlled for in the study because the authors are clearly not diversity experts or thorough researchers. But, most people aren't concerned about the difficulty in developing the expertise when they can mindlessly vent their disagreement with the diversity training by pointing out data filled with methodological flaws.

Billy Vaughn, PhD

Diversity training will fail when the trainer is not an expert. The problem is that too many people think they can conduct a diversity training because they believe themselves to be open-minded or born with the right skin color.

In reality, diversity training is one of the most difficult job assignments. You have to balance resistance, prejudice, and down right lack of interest with getting an excellent performance review (i.e., You don't have any marginal for error). This requires specialized training that most people neglect to consider or deem important. But, more important for good training is the expertise needed to assess training needs beyond awareness and sensitivity in order to deliver high impact content.

These things, of course, are not controlled for in the study because the authors are clearly not diversity experts or thorough researchers. But, most people aren't concerned about the difficulty in developing the expertise when they can mindlessly vent their disagreement with the diversity training by pointing out data filled with methodological flaws.

Billy Vaughn, PhD

Diversity training will fail when the trainer is not an expert. The problem is that too many people think they can conduct a diversity training because they believe themselves to be open-minded or born with the right skin color.

In reality, diversity training is one of the most difficult job assignments. You have to balance resistance, prejudice, and down right lack of interest with getting an excellent performance review (i.e., You don't have any marginal for error). This requires specialized training that most people neglect to consider or deem important. But, more important for good training is the expertise needed to assess training needs beyond awareness and sensitivity in order to deliver high impact content.

These things, of course, are not controlled for in the study because the authors are clearly not diversity experts or thorough researchers. But, most people aren't concerned about the difficulty in developing the expertise when they can mindlessly vent their disagreement with the diversity training by pointing out data filled with methodological flaws.

Billy Vaughn, PhD

Diversity training will fail when the trainer is not an expert. The problem is that too many people think they can conduct a diversity training because they believe themselves to be open-minded or born with the right skin color.

In reality, diversity training is one of the most difficult job assignments. You have to balance resistance, prejudice, and down right lack of interest with getting an excellent performance review (i.e., You don't have any marginal for error). This requires specialized training that most people neglect to consider or deem important. But, more important for good training is the expertise needed to assess training needs beyond awareness and sensitivity in order to deliver high impact content.

These things, of course, are not controlled for in the study because the authors are clearly not diversity experts or thorough researchers. But, most people aren't concerned about the difficulty in developing the expertise when they can mindlessly vent their disagreement with the diversity training by pointing out data filled with methodological flaws.

Billy Vaughn, PhD

Diversity training will fail when the trainer is not an expert. The problem is that too many people think they can conduct a diversity training because they believe themselves to be open-minded or born with the right skin color.

In reality, diversity training is one of the most difficult job assignments. You have to balance resistance, prejudice, and down right lack of interest with getting an excellent performance review (i.e., You don't have any marginal for error). This requires specialized training that most people neglect to consider or deem important. But, more important for good training is the expertise needed to assess training needs beyond awareness and sensitivity in order to deliver high impact content.

These things, of course, are not controlled for in the study because the authors are clearly not diversity experts or thorough researchers. But, most people aren't concerned about the difficulty in developing the expertise when they can mindlessly vent their disagreement with the diversity training by pointing out data filled with methodological flaws.

Billy Vaughn, PhD

Diversity training will fail when the trainer is not an expert. The problem is that too many people think they can conduct a diversity training because they believe themselves to be open-minded or born with the right skin color.

In reality, diversity training is one of the most difficult job assignments. You have to balance resistance, prejudice, and down right lack of interest with getting an excellent performance review (i.e., You don't have any marginal for error). This requires specialized training that most people neglect to consider or deem important. But, more important for good training is the expertise needed to assess training needs beyond awareness and sensitivity in order to deliver high impact content.

These things, of course, are not controlled for in the study because the authors are clearly not diversity experts or thorough researchers. But, most people aren't concerned about the difficulty in developing the expertise when they can mindlessly vent their disagreement with the diversity training by pointing out data filled with methodological flaws.

Billy Vaughn, PhD

Diversity training will fail when the trainer is not an expert. The problem is that too many people think they can conduct a diversity training because they believe themselves to be open-minded or born with the right skin color.

In reality, diversity training is one of the most difficult job assignments. You have to balance resistance, prejudice, and down right lack of interest with getting an excellent performance review (i.e., You don't have any marginal for error). This requires specialized training that most people neglect to consider or deem important. But, more important for good training is the expertise needed to assess training needs beyond awareness and sensitivity in order to deliver high impact content.

These things, of course, are not controlled for in the study because the authors are clearly not diversity experts or thorough researchers. But, most people aren't concerned about the difficulty in developing the expertise when they can mindlessly vent their disagreement with the diversity training by pointing out data filled with methodological flaws.

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I think that It seems to be a rather ignorant, stereotypical, or narrow conclusion. In reality, diversity training is one of the most difficult job assignments

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