When Diversity Training Isn't Enough: The Case for Inclusive Leadership

Abstract

The current study investigates the effectiveness of mentoring and diversity training. We investigated the possibility that mentoring and diversity training improved individuals personal accountability toward diverse groups, beliefs in the value of diversity, perceptions of cohesion and perceptions of work group effectiveness. We found that although mentoring and diversity training both predicted all four outcome variables, justice and inclusion were more effective in facilitating those positive workplace outcomes. Data from the DEOMI Diversity Management Climate Survey (N = 2,339) support our hypotheses. When participants perceptions of justice and inclusion were added to the regression equation, mentoring and diversity training become nearly insignificant. The implications of this are discussed from a diversity management perspective.

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Document Details

Document Type
Technical Report
Publication Date
Jul 24, 2012
Accession Number
AD1005533

Entities

People

  • Charlie Law
  • Daniel P. Mcdonald
  • Richard O. Hope

Organizations

  • Defense Equal Opportunity Management Institute

Tags

Communities of Interest

  • Biomedical

DTIC Thesaurus Topics

  • Applied Psychology
  • Cultural Diversity
  • Discrimination
  • Education
  • Employment
  • Ethnic Groups
  • Job Satisfaction
  • Management Personnel
  • Minority Groups
  • Personality
  • Personnel Management
  • Prejudice
  • Psychology
  • Regression Analysis
  • Social Psychology
  • Students
  • Training

Readers

  • Military Leadership and Professional Education.
  • Organizational Psychology.