The experimental and potentially conflictual nature of diversity training is explained as integral to creation of effective organizational discourse and change in diversity. More effective understanding and management of these conflicts is needed. To explore how conflicts can be better understood and managed, explains patterns of US minority and majority ethnic identity developments; presents three hypothetical combinations of identity development paths across ethnic group members in multi‐cultural training; discusses potential problems, change issues and training needs.
Lindsay, C. (1994), "Things that Go Wrong in Diversity Training: Conceptualization and Change with Ethnic Identity Models", Journal of Organizational Change Management, Vol. 7 No. 6, pp. 18-33. https://doi.org/10.1108/09534819410072683Download as .RIS
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