The effects of a systematic training program on the attitudes and behaviors of white people

Katz, Judy H.

doi:10.1016/0147-1767(77)90008-6

Cited by 11 publications

(4 citation statements)

References 10 publications

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“…This stage describes White people who have come face-to-face with the harsh reality of their own personal responsibility for perpetuating racism but who fear the social consequences of abandoning the position of oppressor. This increased awareness is assumed to produce feelings of guilt, depression, helplessness, and anger (Karp, 1981;Katz, 1977) that may result in an overidentification with Black people.…”

Section: Discussionmentioning

confidence: 99%

Altering White Racial Identity and Interracial Comfort Through Multicultural Training

Parker

Moore²,

Neimeyer

1998

Jour of Counseling & Develop

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The authors examined the impact of multicultural training on the development of White racial identity and interracial comfort. Findings indicated that an integrative multicultural training program resulted in significant increases along 3 dimensions of White racial consciousness and in the levels of interracial comfort. This work extends related efforts to study White racial identity as an important parameter of multicultural training and counseling. In addition, psychometric data and factor structures are provided for the White Racial Consciousness Development Scale (Claney & Parker, 1989) and the Interracial Comfort Index (Claney & Parker, 1989).

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Section: Discussionmentioning

confidence: 99%

Altering White Racial Identity and Interracial Comfort Through Multicultural Training

Parker

Moore²,

Neimeyer

1998

Jour of Counseling & Develop

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“…A review of the professional and scholarly literature about diversity training reveals that after 30 years and thousands of workplace interventions, the most accurate answer to these and other questions is “we aren't sure.” Previous reviews recognize that diversity training's critics are correct in some respects—oftentimes programs are not designed on established theory or empirical evidence, and there is a serious lack of rigorous evaluation and follow‐up to gauge program impact (Stephan & Stephan, 2001; Weithoff, 2004). With exceptions (Alderfer, 1992; Katz, 1977; Stockdale & Crosby, 2003; Weithoff, 2004), academics who are interested in prejudice reduction and social inclusion have left diversity training to a corps of professional nonacademic consultants. Meanwhile, unanswered questions about diversity training leave it exposed to polemical attacks (e.g., Feder, 1994; Lubove, 1997) and even to lawsuits (e.g., Stender v. Lucky Stores, 1992).…”

Section: Diversity Training As An Intergroup Relations Interventionmentioning

confidence: 99%

Diversity Training and Intergroup Contact: A Call to Action Research

Paluck

2006

Journal of Social Issues

165

146

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Diversity training is a type of prejudice reduction and social inclusion intervention in need of "action research"-an integration of research and theory with practice (Lewin, 1946). Hundreds of workplaces and schools use some form of diversity training, but most interventions are not grounded in theory and there is little evidence of program impact. A recent study of a school diversity training program illustrates how action research can address theoretical issues using experimental methods and unobtrusive outcome measures. For future research, the literature on intergroup contact (Pettigrew, 1998) can provide theoretical guidance while testing and refining its principles in the application and investigation of diversity training. Action research will benefit diversity training and the broader theoretical and applied project of prejudice reduction and the promotion of social inclusion. "Diversity Day"A group of office workers shuffle into a fluorescent-lit room where two rows of chairs face a television stand. Standing in front of a "Diversity Day-Take 2!" banner, their supervisor Michael urges them into their seats: "Let's have fun, everybody!" After the group watches a video of a man speaking about the importance of diversity, a South Asian woman rises and heads for the door. She pauses in front of Michael to explain she has a customer meeting. "If you leave, we'll only have two left-er, yes, enjoy!" Michael blurts. Turning back to the group, composed of eight White men and women, one Hispanic man and one Black man, he introduces himself and the exercise of the day.Michael instructs each person to pick an index card from a pile and put the card on his or her forehead without seeing what is written on the other side. The various

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“…A number of group interventions have been developed to enhance Whites' multicultural awareness and skills, primarily for counseling trainees or individuals voluntarily seeking multicultural growth (e.g.. Dalpes, 1992;Karp. 1981;Katz. 1977;Regan.…”

mentioning

confidence: 99%