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Пишет Misha Verbitsky (![[info]](http://lj.rossia.org/img/userinfo.gif){kind=small} tiphareth) |
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https://trainingindustry.com/wiki/diver
Diversity, equity and inclusion (DEI) is a term used to
describe programs and policies that encourage
representation and participation of diverse groups of
people, including people of different genders, races and
ethnicities, abilities and disabilities, religions,
cultures, ages, and sexual orientations and people with
diverse backgrounds, experiences, and skills and
expertise. It is an expansion of the term "diversity and
inclusion" (D&I) to reflect the growing focus on equity in
organizations. DEI is not just a "feel-good"
initiative. Research has found that having diverse
viewpoints at all levels of an organization improves
financial results, organizational and team performance,
innovation, and other areas of the business.
https://en.wikipedia.org/wiki/Diversity
Diversity training is any program designed to facilitate
positive intergroup interaction, reduce prejudice and
discrimination, and generally teach individuals who are
different from others how to work together effectively.[1]
"From the broad corporate perspective, diversity training
is defined as raising personal awareness about individual
differences in the workplace and how those differences
inhibit or enhance the way people work together and get
work done. In the narrowest sense, it is education about
compliance – Affirmative Action (AA), Equal Employment
Opportunity (EEO), and sexual harassment."[2] A competency
based definition refers to diversity training as any
solution designed to increase cultural diversity
awareness, attitude, knowledge, and skills.[3] Diversity
training is thought to be more needed because of the
growing ethnic and racial diversity in the workplace.[4]
While major corporations believe that diversity training
and active diversity hiring will assist them in remaining
competitive in a global economy, other large organizations
(universities and colleges) have been slow to embrace
diversity training.[5] Diversity training is often aimed
to meet objectives such as attracting and retaining
customers and productive workers; maintaining high
employee morale; and/or fostering understanding and
harmony between workers.[6]
Despite purported and intended benefits, systematic
studies have not shown benefits to diversity training and
instead show that they backfire and lead to reductions in
diversity and to discrimination complaints being taken
less seriously.[7][8][9]
An analysis of data from over 800 firms over 30 years
shows that diversity training and grievance procedures
backfires and leads to reductions in the diversity of the
firms workforce.[7][8] Other research shows that people
"were less likely to take discrimination complaints
seriously against companies who had diversity
programs".[9]
Alexandra Kalev conducted a comprehensive review of cultural diversity training conducted in 830 midsize to large U.S. workplaces over a thirty one-year period.[13] The results showed that diversity training was followed by a decrease of anywhere from 7.5-10% in the number of women in management. The percentage of black men in top positions fell by 12 percent. Similar effects were shown for Latinos and Asians.
https://trainingindustry.com/wiki/diver
Diversity, equity and inclusion (DEI) is a term used to
describe programs and policies that encourage
representation and participation of diverse groups of
people, including people of different genders, races and
ethnicities, abilities and disabilities, religions,
cultures, ages, and sexual orientations and people with
diverse backgrounds, experiences, and skills and
expertise. It is an expansion of the term "diversity and
inclusion" (D&I) to reflect the growing focus on equity in
organizations. DEI is not just a "feel-good"
initiative. Research has found that having diverse
viewpoints at all levels of an organization improves
financial results, organizational and team performance,
innovation, and other areas of the business.
https://en.wikipedia.org/wiki/Diversity
Diversity training is any program designed to facilitate
positive intergroup interaction, reduce prejudice and
discrimination, and generally teach individuals who are
different from others how to work together effectively.[1]
"From the broad corporate perspective, diversity training
is defined as raising personal awareness about individual
differences in the workplace and how those differences
inhibit or enhance the way people work together and get
work done. In the narrowest sense, it is education about
compliance – Affirmative Action (AA), Equal Employment
Opportunity (EEO), and sexual harassment."[2] A competency
based definition refers to diversity training as any
solution designed to increase cultural diversity
awareness, attitude, knowledge, and skills.[3] Diversity
training is thought to be more needed because of the
growing ethnic and racial diversity in the workplace.[4]
While major corporations believe that diversity training
and active diversity hiring will assist them in remaining
competitive in a global economy, other large organizations
(universities and colleges) have been slow to embrace
diversity training.[5] Diversity training is often aimed
to meet objectives such as attracting and retaining
customers and productive workers; maintaining high
employee morale; and/or fostering understanding and
harmony between workers.[6]
Despite purported and intended benefits, systematic
studies have not shown benefits to diversity training and
instead show that they backfire and lead to reductions in
diversity and to discrimination complaints being taken
less seriously.[7][8][9]
An analysis of data from over 800 firms over 30 years
shows that diversity training and grievance procedures
backfires and leads to reductions in the diversity of the
firms workforce.[7][8] Other research shows that people
"were less likely to take discrimination complaints
seriously against companies who had diversity
programs".[9]
Alexandra Kalev conducted a comprehensive review of cultural diversity training conducted in 830 midsize to large U.S. workplaces over a thirty one-year period.[13] The results showed that diversity training was followed by a decrease of anywhere from 7.5-10% in the number of women in management. The percentage of black men in top positions fell by 12 percent. Similar effects were shown for Latinos and Asians.
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