Impact of training and development interventions for diversity & inclusion: proposing an organizational schema

Abstract

PurposeTransformation and involvement from every organizational function are essential in creating a diverse and inclusive workplace. The paper explores the role of training and development (T&D) interventions in building a diverse and inclusive workplace.Design/methodology/approachThrough the review of existing research studies, the authors report and discuss how T&D function supports fostering a diversity and inclusion (D&I) mindset in the workplace and propose an organizational schema that facilitates the systematic design and implementation of T&D interventions for D&I.FindingsBased on the literature an organizational schema was developed which indicated that to foster a D&I mindset in the workplace, it is important that diversity training is designed after considering established diversity theories. Further diversity training can be conducted in two phases, where phase 1 would focus on awareness training and phase 2 on skill training. This would lead to an increase in employee competency development including knowledge, skills, behavior, and a positive attitude toward a D&I mindset.Practical implicationsHR and training managers can benefit from the paper indicating that for achieving effective results from diversity training, it must draw insights from established diversity theories. Through the organizational schema discussed in the paper, organizations can minimize the negative attitude and behavior that emerge from social categorization with the help of systematic T&D where employees are made self-aware of their prejudice and discrimination and further equipped with relevant skills to manage diversity.Social implicationsA positive mindset incorporated by employees at a workplace with reference to Diversity & Inclusion through structured D& I training can percolate beneficially to the society as a whole.Originality/valueThe study is a rare one that explores the impact of T&D on D&I. The novelty of the research lies in the organizational schema presented in the study exploring how HR practitioners must systematically design T&D for D&I combining both theory and practice to achieve long-term organizational diversity management objectives.