Pub. date: 2007 | Online Pub. Date: September 15, 2007 | DOI: 10.4135/9781412952651 | Print ISBN: 9781412924702 | Online ISBN: 9781412952651| Publisher:SAGE Publications, Inc.About this encyclopedia
Understanding diversity and its impact on organizational effectiveness has become an organizational priority. This training is no longer perceived as just a part of organizational social responsibility; instead, it is now viewed as a strategic business objective with the capability to make organizations more competitive. More than 50% of all U.S. organizations sponsor some sort of diversity training, at an estimated annual cost of $10 billion. Training to improve diversity competency involves a series of programs and activities that reveal similarities and differences among individuals and offer strategies for handling them. However, before any decisions are made concerning the planning and delivery of such training, it is important to define what an organization means by the term diversity. Diversity training may be narrowly focused on primary dimensions—characteristics trainees have no control over—such as age, race, ethnicity, and physical ability. Or such training can also include secondary dimensions—characteristics trainees have Advocates ...