Purpose -The purpose of this paper is to review the literature on diversity training and examine the effect of power, privilege and politics on diversity in organisations. Design/methodology/approach -This is a conceptual paper examining the arguments in favour and against diversity training in organisations. It identifies the presence of dominant groups in society leading to the marginalisation and oppression of minority diverse groups. It introduces the papers to the special issue under the three themes of: organisational impacts and outcomes; identify and self-presentation and resistance to diversity. Findings -The value of diversity training to promoting inclusivity, equality and fairness in organisations is underlined as is the importance of the human resource development community adopting a more proactive role in addressing the issue of diversity through research and course cirricula. Originality/value -The paper introduces this special issue in "Diversity training in organisations" by examining the background concepts and providing an overview of the contributions to the issue.
Two key challenges in education relate to how traditional educational providers can personalise online provisions to the students' skill level, optimise the use of tools and increase both the generation and utilisation of feedback (in terms of timing, content, and subsequent use by students). The application of traditional programmes in the online setting is often complicated by the legacy of traditional universities infrastructures, knowledge bases (or lack thereof in the human-computerinteraction/HCI realm), and pedagogical priorities. It is here that HCI experts (designers and researchers) can have real-world impact in line with macro-HCI, while also being able to test new innovations in collaboration with educators (e.g., the practitioners in such education settings). In this note, we make a case that the HCI community is in a situation where it can make a significant contribution to traditional providers in two prospective areas: personalisation, feedback generation and increased feedback utilisation.Online education. Design of online learning. Customisation. Personalisation. Automated feedback.
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