组织多样性培训计划 组织多样性培训计划
Katerina Bezrukova1, Chester Spell2, Jamie Perry3
1University at Buffalo, School of Management, 274 Jacobs Management Center, Buffalo, NY 14260-4000, USA.
多样性培训解决了偏见,以改善决策和组织健康. 然而,系统性偏见可能会阻碍其有效性,导致歧视和失去机会.
科学领域:
- 组织心理学 组织心理学
- 社会学 社会学 社会学
- 人力资源管理 人力资源管理
背景情况:
- 在日益全球化的人口和劳动力中,管理多样性至关重要.
- 多样性既带来了机遇,也带来了固有的挑战,原因是嵌入的偏见.
- 未解决的偏见可能导致决策不善,关系紧张和组织功能障碍.
研究的目的:
- 讨论当前在多样性培训方面的发展.
- 专注于多样性培训计划的有效性,设计和设置.
- 确定最大限度地发挥多样性培训潜力的挑战.
主要方法:
- 对当前多样性培训实践的文献综述.
- 分析影响培训有效性的因素.
- 检查实施中的挑战和系统偏见.
主要成果:
- 多样性培训旨在减轻偏见,提高人们对其负面影响的认识.
- 有效性,设计和设置是当前发展的重点领域.
- 系统和制度化的偏见对多样性倡议构成重大挑战.
结论:
- 多样性培训对于打击偏见和培养更健康的组织至关重要.
- 解决系统性歧视对于实现多样性的全部好处至关重要.
- 克服根深蒂固的偏见是必要的,以防止排斥和业务损失.
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