Scholars argue that research on unintended outcomes (non-significant or negative outcomes) is fragmented, and they do not adequately identify when and how diversity training works as intended. This study aims to clarify the confusion regarding the effectiveness of diversity training by utilizing a systematic literature review to identify the unintended outcomes of diversity training and explore the boundary conditions for these unintended outcomes. By doing so, the study advances our understanding of diversity training outcomes beyond the intended outcomes.
Learning Outcomes
Unintended outcomes due to no change in participants' attitudes, knowledge and behaviors or negative effects on individuals or organizations.
Two broad categories of the potential moderators that explain when diversity training produces these unintended outcomes: (a) training context and (b) the organizational context.
