Alarming News: I like Morgan Freeberg. A lot.
Anti-Idiotarian Rottweiler: We were following a trackback and thinking "hmmm... this is a bloody excellent post!", and then we realized that it was just part III of, well, three...Damn. I wish I'd written those.
Anti-Idiotarian Rottweiler: ...I just remembered that I found a new blog a short while ago, House of Eratosthenes, that I really like. I like his common sense approach and his curiosity when it comes to why people believe what they believe rather than just what they believe.
Brutally Honest: Morgan Freeberg is an intriguing guy...[he] asks great questions and answers others with style, flair, reason and wit. On the blogroll he goes. Make him a part of your regular blogospheric reading. I certainly will.
Brutally Honest: Morgan Freeberg is brilliant.
Common Sense Junction: Misha @ Anti-Idiotarian never ceases to amaze me. He keeps finding other good blogs. I went over to A.I. this morning for my daily Misha fix and he had found this guy named Morgan Freeberg in Fair Oaks, California, that has a blog, House of Eratosthenes. Freeberg says its "The Blog That Nobody Reads" but it may now become the blog that everybody reads.
Jaded Haven: Good God, Morgan, you cover a topic from front to back with a screwy thoroughness I find mind boggling. I'm in awe of your thought proccesses, my friend, you're an exceptional talent. You start by throwing in the kitchen sink, tie in someone's syphilitic uncle, bend around a rip tide of brilliance and bring it all home in a neat, diamond dripping package of an exceptionally readable moment of damn fine wordsmithing. I love reading you.
Mein Blogovault: Make "the Blog that No One Reads" one of your daily reads.
Philmon: When Morgan meanders, stick with him - he's got a point and it'll be worth it in the end. He's not a hit-and-run snarky quip kind of guy. The pieces all fall into place like tumblers in a lock and bang! He's opened a cognative door for you.
Rightlinx: Morgan at House of Eratosthenes is one of the best writers out there. I read him nearly every day because he manages to provide an interesting perspective, even though I don't always agree.
Poetic Justice: Cletus! Ah gots a laiv one fer yew...
Most Diversity Training Ineffective, Study Finds
Sunday, January 20, 2008; Page A03
Most diversity training efforts at American companies are ineffective and even counterproductive in increasing the number of women and minorities in managerial positions, according to an analysis that turns decades of conventional wisdom, government policy and court rulings on their head.
A comprehensive review of 31 years of data from 830 mid-size to large U.S. workplaces found that the kind of diversity training exercises offered at most firms were followed by a 7.5 percent drop in the number of women in management. The number of black, female managers fell by 10 percent, and the number of black men in top positions fell by 12 percent. Similar effects were seen for Latinos and Asians.
The study found a big difference insofar as whether attendance in the training was mandatory or voluntary.
“When attendance is voluntary, diversity training is followed by an increase in managerial diversity,” said Alexandra Kalev, a sociologist at the University of Arizona, who led the research. “Most employers, however, force their managers and workers to go through training, and this is the least effective option in terms of increasing diversity. . . . Forcing people to go through training creates a backlash against diversity.”
Kalev said many trainers and executives told her they were not surprised by her findings. What this means, she said, is that many companies are not just pursuing poor policies, but are doing so even though their own experts know the training is ineffective or counterproductive.
Several experts offered two reasons for this: The first is that businesses are responding rationally to the legal environment, since several Supreme Court rulings have held that companies with mandatory diversity training are in a stronger position if they face a discrimination lawsuit. Second, many companies — with the implicit cooperation of diversity trainers — find it easier to offer exercises that serve public relations goals, rather than to embrace real change.
You mean — w-w-we can’t change the way people think about things, by scaring them with lawsuits?
Marc Bendick, an economist who researches diversity at Bendick and Egan Economic Consultants in the District, said his surveys suggest there is a role for conventional sensitivity training. But he agreed that the training is likely to be effective only in the context of an organization genuinely interested in cultural and structural change.
“If you ask what is the impact of diversity training today, you have to say 75 percent is junk and will have little impact or no impact or negative impact,” Bendick said.
I think I can bottom-line this in a way the Washington Post story does not…since it seems to be tip-toeing around an obvious truth.
When the training is simply a manifestation of an underlying belief, it is effective. Which means it is not — it is the underlying belief that is effective, not the training. And, of course, when the training is intended to instill a belief that did not exist previously, of course it has to be ineffective.
In other words, the training — by itself — is ineffective all the time. Companies will become diverse when they want to.
Next task…defining what “diversity” really means. Is it a race-neutral term? That one is completely up to the reader’s guesswork, since at no point does the story dare to supply evidence suggesting one answer or the other.
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