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

摘要

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.