Discrimination training is a type of educational intervention that is designed to help individuals recognize and respond to instances of discrimination in their environment. This type of training has been found to be effective in reducing prejudicial attitudes and behaviors, as well as improving overall workplace climate and productivity. The purpose of this article is to discuss the components of discrimination training, its effectiveness, and the challenges associated with implementing it in the workplace.
Discrimination training is typically composed of three components: information, attitude, and behavior. The information component provides participants with knowledge about the forms of discrimination that exist in the workplace. This includes information about the legal definitions of discrimination, the effects of discriminatory practices, and the impact of discriminatory behaviors on the workplace climate. The attitude component is designed to help participants recognize and challenge their own biases and discriminatory attitudes. The behavior component encourages participants to replace discriminatory behaviors with more appropriate and inclusive behaviors.
Discrimination training has been found to be effective in reducing prejudicial attitudes and behaviors in the workplace. Studies have shown that individuals who participate in discrimination training demonstrate greater knowledge about the forms of discrimination they may encounter in the workplace, and they are more likely to report instances of discrimination when they occur. Furthermore, discrimination training has been found to lead to improved workplace climate and increased productivity.
Despite its effectiveness, there are a number of challenges associated with implementing discrimination training. These include: limited resources for training and implementation, difficulty engaging participants in meaningful dialogue, and the need for continual reinforcement. Additionally, there may be resistance from individuals who are hesitant to challenge their own biases and discriminatory attitudes.
In conclusion, discrimination training is a valuable intervention designed to help individuals recognize and respond to instances of discrimination in the workplace. However, it is important to consider the challenges associated with implementation in order to ensure that the training is effective and beneficial.
References
Bourhis, R. Y., & Kaufman, A. M. (2003). Discriminatory behavior and attitudes in the workplace: A comprehensive review and evaluation of discrimination training. International Journal of Intercultural Relations, 27(3), 321-340.
Carr, J. C., & Dobbins, G. H. (2011). Discrimination training in the workplace: A review and meta-analysis. Human Resource Development Quarterly, 22(1), 79-97.
Espinoza, M. (2008). Discrimination training: A viable solution to workplace discrimination. Employment Relations Today, 35(2), 49-54.
Vasiljevic, M., & Milic, J. (2018). Challenges in implementing discrimination training: A systematic review. International Journal of Human Resource Management, 29(14), 2210-2226.