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Cayla Baluyot

Raj Singh/Shayne Bradshaw


BUS 107 Section 221
4 August 2016
E-Portfolio # 1
Reference: https://hbr.org/2016/07/why-diversity-programs-fail
In Why Diversity Programs Fail, authors Frank Dobbin and Alexandra Kalev elucidate
why the current methods for increasing diversity in the workplace are ineffective. The current
diversity methods in reducing bias include diversity training, hiring tests, performance ratings,
and grievance systems. Based on statistical evidence, the authors asserts that these tools are
ineffective. For instance, most firms impose mandatory diversity training on managers to reduce
bias on the jobs. However, a research shows that diversity trainings, which is employed under
command-and-control approach, fail because people often respond to compulsory occurs with
anger and resistance and many participants actually report more animosity toward other groups
afterward. But voluntary training evokes the opposite response, leading to better results.
Therefore, as a response to the failures of the popular solutions in promoting diversity in the
workplace, the authors provide new tools such as mentoring programs, recruiting initiatives, and
diversity task forces. According to the authors, these tactics are more effective because they
include manager engagement, increased contact with minorities, and promote social
accountability.
Diversity management is related to Organizational Behavior because diversity (or the
lack of it) directly affects an individuals attitude and job task performance, a groups cohesion
and function, and an organizations survival. Therefore, my supervisor should care about this
article because effective diversity management provides access to a pool of skills and abilities
that can lead to innovation and thus the success of the company. Furthermore, failure to

incorporate diversity in companies can lead to miscommunication, misunderstanding, and


conflict. The article also gives us a new perspective on diversity management. The business
world is constantly evolving and what may have worked in the past may not work now. One
thing we can takeaway from the new tools of diversity management provided in the article is the
importance of engagement. Engagement provides a more hand-on approach to solving problems.
For example, increased contact with the minorities can lead to better understanding of each
others personalities and values. This sharing of deeper-level of diversity can possibly lead to an
increased trust and respect, which are critical qualities of an effective business environment.