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When Does Diversity Training Produce Unintended Outcomes in Organizations?

Diversity and Inclusion
130 1 hr
While diversity training has become a popular tool for organizations with goals of increasing performance through diversity and inclusion, these training programs are often criticized for not always working as anticipated.

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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.


Güler Kizilenis Ulusman, Ph.D.
Güler initiated her professional journey in a multinational consumer products company, navigating through roles in supply chain, sales, and marketing. Concurrently pursuing an MBA, she refined her expertise in leadership and organizational capabilities. Advancing in her career, Güler encountered challenges within large corporations, notably in diversity management and leadership skills. Noting the significant impact of interpersonal skills on employee and organizational performance, she shifted her focus towards cultivating inclusive workplaces, leading her into a consulting career. Embracing the synergy of practical experience and academic knowledge, Güler embarked on a Ph.D. in Human Resource Management at York University. Equipped with skills in research and consultancy, she specializes in management, diversity, equity, and inclusion (DEI). Güler has accumulated over 1250 hours in facilitating and training, coupled with 1500 hours in coaching for individuals and groups. Driven by a passion for fostering positive organizational change, she integrates academic insights with practical acumen to contribute to the progress of management and DEI practices.


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