Performance is the key to making diversity a core organizational process. The focus should be on how and whether diversity contributes to organizational performance. It is critical that managers and supervisors promote new attitudes and behavior. A second stage of diversity training should focus on the application of diversity ideas and the development of an environment that is conducive to conflict resolution. Training and Development 48, no.
Diversity training can cause confusion and hostility.
A cautious, realistic approach that aims for long-term results can make it work. International Journal of Lifelong Education 13, no. Reviews issues in police training and approaches to race relations education. These guidelines include a checklist for selecting a consultant, comparison of diversity consultant fees, desirable personal characteristics, and additional resources. N. Diversity in the Workforce Series .