The Diversity Training Handbook: A Practical Guide to Understanding and Changing Attitudes

Enhanced descriptions from Syndetics:

Diversity issues and the need to understand and, if necessary, change underlying attitudes has become increasingly important for organizations. The Diversity Training Handbook provides a practical approach to dealing with this sensitive and vital issue. From one of the authors of the highly successful Equal Opportunities Handbook, this 3rd edition is updated to include a new chapter on facilitating diversity training as well as information on the Equality and Human Rights Commission.

The Diversity Training Handbook provides clear guidelines for dealing with issues including stereotyping, prejudice, racism, sexism, ageism and disability and contains information and advice on appropriate techniques to help bring about attitudinal change.

Table of contents provided by Syndetics

• Acknowledgements (p. v)
• 1 Approaching diversity (p. 1)
• Who we are
• Who you are (p. 1)
• Assumptions (p. 5)
• Diversity and diversity training as a 'special' case (p. 6)
• Roles in managing diversity (p. 7)
• The profile of a diversity trainer/manager (p. 8)
• The challenge of self-development (p. 9)
• How we hope you will use the book (p. 10)
• 2 Making the case for diversity (p. 12)
• Learning intentions (p. 12)
• Introduction (p. 12)
• What diversity means (p. 13)
• The business case for diversity (p. 17)
• Diversity and the bottom line (p. 20)
• The ethical case for diversity (p. 23)
• The legal framework for diversity (p. 25)
• The government modernization agenda (p. 35)
• Globalization and the recruitment and retention of staff (p. 36)
• Diversity/race equality/equal opportunities/community and race relations/fairness: where the focus should be (p. 40)
• Organizational strategies (p. 41)
• Conclusion (p. 45)
• Key learning points (p. 46)
• 3 Learning to learn about diversity (p. 48)
• Diversity: training or education? (p. 48)
• Learning in the diversity context (p. 50)
• What does 'good' diversity training look like? (p. 51)
• Opening up variation for the learner (p. 60)
• Involving minority groups in your training (p. 62)
• Key learning points (p. 66)
• 4 A knowledge base for training diversity: some specific issues (p. 68)
• Learning intentions (p. 68)
• Introduction (p. 68)
• Attitudes (p. 69)
• Values (p. 75)
• Beliefs and opinions (p. 76)
• Behaviour (p. 77)
• Stereotyping (p. 78)
• Labelling (p. 79)
• Prejudice (p. 79)
• Discrimination (p. 80)
• Issues of disability (p. 81)
• Flexible and part-time working (p. 82)
• Key learning points (p. 83)
• 5 Designing diversity training (p. 84)
• Introduction (p. 84)
• Needs analysis (p. 85)
• Using standards (p. 92)
• Designing for awareness (p. 95)
• Aims, goals and learning intentions (p. 97)
• Implementing a diversity programme (p. 99)
• Key learning points (p. 103)
• 6 Diversity training: challenges and issues (p. 104)
• Introduction (p. 104)
• Confidentiality and taking risks (p. 105)
• Institutional racism and discrimination (p. 109)
• The journey analogy (p. 113)
• Changing the way we see the world (p. 115)
• Authority to engage with attitudes and values (p. 116)
• Coping with trainer stress (p. 118)
• Key learning points (p. 120)
• 7 Tactics for teaching and learning diversity (p. 122)
• Introduction (p. 122)
• Role play (p. 123)
• Psychodrama (p. 124)
• Theatre (p. 126)
• Video (p. 128)
• Discussion (p. 129)
• Quizzes (p. 131)
• The value of small group work (p. 132)
• Issues for facilitators (p. 133)
• Key learning points (p. 136)
• 8 Facilitating diversity training (p. 138)
• Learning intentions (p. 138)
• Dimensions of learning (p. 138)
• What is facilitation? (p. 142)
• Particular issues in facilitating diversity training (p. 143)
• Key learning points (p. 152)
• 9 Evaluating and assessing diversity training (p. 153)
• Learning intentions (p. 153)
• Introduction (p. 153)
• Evaluation (p. 154)
• Evaluation models (p. 161)
• Evaluation tools (p. 170)
• Assessment (p. 171)
• Putting evaluation into perspective (p. 172)
• Key learning points (p. 175)
• 10 Diversity training in action (p. 176)
• Learning intentions (p. 176)
• Introduction (p. 176)
• The Office of the Deputy Prime Minister (p. 177)
• National Grid Transco (p. 185)
• Key learning points (p. 193)
• 11 The management of black and minority ethnic staff: learning from good practice (p. 195)
• Learning intentions (p. 195)
• Acknowledgement (p. 195)
• Introduction (p. 196)
• Method (p. 196)
• Conclusion (p. 205)
• Key learning points (p. 206)
• 12 Useful models for diversity training (p. 207)
• Group dynamics: Tuckman's model (p. 208)
• The integration of cultures (p. 210)
• Allport's scale of prejudice (p. 214)
• Betari's Box (p. 216)
• The paradigm of prejudice (p. 216)
• Johari's Window (p. 218)
• Models for analysis (p. 219)
• Glossary (p. 223)
• Selected websites (p. 225)
• References (p. 227)
• Index (p. 231)