An amplified emphasis on global competency and a projected demographic shift toward an increasingly diverse population necessitates that businesses and organizations prepare adequately to remain competitive and effective. Training to enhance employees' multicultural competence is often used by organizations to address these impending changes; however, there is little research documenting the degree to which these trainings are effective. Using archival training evaluation data, the purpose of this study was to examine participant estimations of the effectiveness of one such training and also to determine if participant demographic variables including gender, age, ethnicity, sexual orientation, and employee classification (faculty or staff) held any predictive value in relation to training ratings. The results indicated that overall most participants found the training effective. Staff, female, or non-White participants were significantly more likely to rate the training favorably. These results suggest that diversity training may be a viable method of addressing changing organizational demographics and provides some insight as to how training group demographics could be used during the training planning and implementation process to individualize the curriculum.
","abstract_html":"<p>An amplified emphasis on global competency and a projected demographic shift toward an increasingly diverse population necessitates that businesses and organizations prepare adequately to remain competitive and effective. Training to enhance employees' multicultural competence is often used by organizations to address these impending changes; however, there is little research documenting the degree to which these trainings are effective. Using archival training evaluation data, the purpose of this study was to examine participant estimations of the effectiveness of one such training and also to determine if participant demographic variables including gender, age, ethnicity, sexual orientation, and employee classification (faculty or staff) held any predictive value in relation to training ratings. The results indicated that overall most participants found the training effective. Staff, female, or non-White participants were significantly more likely to rate the training favorably. These results suggest that diversity training may be a viable method of addressing changing organizational demographics and provides some insight as to how training group demographics could be used during the training planning and implementation process to individualize the curriculum.</p>","abstract_has_math":false,"creators":["Hurley, Michelle Lynn"],"institution":null,"degree_name":"EdD (Doctor of Education)","degree_level":"Dissertation - unrestricted","degree_discipline":"Educational Leadership","degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2012,"date_issued":"2012-12-15T08:00:00Z","date_published":"2012-12-15T08:00:00Z","updated_at":"2026-07-24T02:20:42Z","subjects":["Discrimination","Diversity Training","Demographic Predictors","Evaluation","Social and Behavioral Sciences","Social Control, Law, Crime, and Deviance","Sociology"],"languages":[],"rights":["Copyright by the authors."],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://dc.etsu.edu/etd/1492","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Hurley, Michelle Lynn"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.issued","label":"Date","values":["2012-12-15T08:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Educational Leadership"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation - unrestricted"]},{"key":"thesis:degree_name","label":"Degree Name","values":["EdD (Doctor of Education)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Discrimination","Diversity Training","Demographic Predictors","Evaluation","Social and Behavioral Sciences","Social Control, Law, Crime, and Deviance","Sociology"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["Copyright by the authors."]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://dc.etsu.edu/context/etd/article/2685/viewcontent/HurleyM120312f.pdf","https://dc.etsu.edu/etd/1492"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["An amplified emphasis on global competency and a projected demographic shift toward an increasingly diverse population necessitates that businesses and organizations prepare adequately to remain competitive and effective. Training to enhance employees' multicultural competence is often used by organizations to address these impending changes; however, there is little research documenting the degree to which these trainings are effective. Using archival training evaluation data, the purpose of this study was to examine participant estimations of the effectiveness of one such training and also to determine if participant demographic variables including gender, age, ethnicity, sexual orientation, and employee classification (faculty or staff) held any predictive value in relation to training ratings. The results indicated that overall most participants found the training effective. Staff, female, or non-White participants were significantly more likely to rate the training favorably. These results suggest that diversity training may be a viable method of addressing changing organizational demographics and provides some insight as to how training group demographics could be used during the training planning and implementation process to individualize the curriculum.
"]},{"key":"dc:title","label":"Title","values":["Organizationally Mandated Diversity Training: Participants’ Perceptions at a Southeastern State University"]}]}],"canonical_facts":{"dc:creator":["Hurley, Michelle Lynn"],"dc:date.issued":["2012-12-15T08:00:00Z"],"dc:description.abstract":["An amplified emphasis on global competency and a projected demographic shift toward an increasingly diverse population necessitates that businesses and organizations prepare adequately to remain competitive and effective. Training to enhance employees' multicultural competence is often used by organizations to address these impending changes; however, there is little research documenting the degree to which these trainings are effective. Using archival training evaluation data, the purpose of this study was to examine participant estimations of the effectiveness of one such training and also to determine if participant demographic variables including gender, age, ethnicity, sexual orientation, and employee classification (faculty or staff) held any predictive value in relation to training ratings. The results indicated that overall most participants found the training effective. Staff, female, or non-White participants were significantly more likely to rate the training favorably. These results suggest that diversity training may be a viable method of addressing changing organizational demographics and provides some insight as to how training group demographics could be used during the training planning and implementation process to individualize the curriculum.
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