Although diversity training is a popular initiative in organizations, empirical research is needed to determine what makes it effective when it works and what makes it ineffective when it does not work. This field experiment sought to examine the focus of training (racial differences vs. LGBT individuals) and the type of training (perspective taking vs. goal setting vs. stereotype discrediting) as determinants of diversity training effectiveness. Results indicated that a focus on LGBT individuals may lead to less prejudice and more supportive behaviors toward this group, even when these outcomes are measured eight months after the training has taken place. However, these same effects were not found when examining the effectiveness of diversity training focused on racial differences. In fact, we found some evidence of a “backlash effect,” such that individuals in the race-focused training actually displayed less supportive behavior towards African Americans when compared to individuals who participated in the LGBT-focused training. These results suggest that target-specific diversity training exercises may only be effective for certain stigmatized groups. Thus, rather than abandoning target-specific training altogether in favor of more holistic approaches, we should first seek to understand how exactly target-specific training operates for both visible and invisible stigmas. 

 

This study was presented at the annual Society for Industrial & Organizational Psychology conference in April of 2013 by Alex Lindsey, Noah Levine, Eden King, and Mikki Hebl.  For more information, please contact Alex Lindsey at alindse3@gmu.edu.