References

Remember that we are creating a diversity training manual from the sociological perspective.  Always keep that in the back of your mind.  That means we are interested in organizational, cultural and structural barriers to incorporating diversity in the workplace.  All exercises and ideas should be framed from the sociological perspective.
 

1) You may look for references in a variety of ways.  The first way is by using the databases available on line through the library.   Below, I did a search in WEBSPIRS (sociological abstracts and social sciences index) typing in the keywords -- diversity training--.   After I culled through the 24 records, I found seven hits that looked promising.  The hits are found below.   You may do the same search in other databases.

 Search History
* #1 diversity training (24 records )
 

Record 1 of 7 in Sociological Abstracts 1986-2001/06

TI: A Model for Diversity Training in Human Service Agencies
AU: Hyde,-Cheryl
IN: School Social Work San Francisco State U, CA 94132
SO: Administration-in-Social-Work; 1998, 22, 4, 19-33.
DT: aja Abstract-of-Journal-Article
AN: 99W31836

Record 2 of 7 in Sociological Abstracts 1986-2001/06

TI: The Rise of Lesbian, Gay, and Bisexual Rights in the Workplace: Synthesizing Social Movement and Institutional Approaches
AU: Raeburn,-Nicole-C.
IN: Ohio State U, Columbus 43210 [tel/fax: 614-292-6681; e-mail: raeburn.1 @osu.edu]
AS: American Sociological Association (ASA). 1998.
DT: asp Association-Paper
AN: 98S37296

Record 3 of 7 in Sociological Abstracts 1986-2001/06

TI: Becoming an Anti-Racist Institution
AU: Basham,-Kathryn-K.; Donner,-Susan; Killough,-Ruth-M.; Rozas,-Lisa-Werkmeister
IN: School Social Work Smith Coll, Northampton MA 01063
SO: Smith-College-Studies-in-Social-Work; 1997, 67, 3, June, 564-585.
DT: aja Abstract-of-Journal-Article
AN: 98W28566

Record 4 of 7 in Social Sciences Abstracts 2/83-6/01

TI: Identifying goals and outcome measures for diversity training: a multi-dimensional framework for decision-makers
AU: Gutierrez,-Lorraine; Kruzich,-Jean; Jones,-Teresa
SO: Administration in Social Work v 24 no3 2000. p. 53-70
AB: Despite the growth in diversity training programs, little is known about the goal setting process used in developing diversity training and how its effectiveness is assessed. Based on in-depth interviews with 13 diversity consultants working in human service organizations, diversity trainers discuss their goals for managers, employers, and clients, as well as the methods they use to evaluate its effectiveness. Questions to guide decision-makers in identifying diversity training needs are offered, as well as directions for further research on diversity training. Reprinted by permission of the publisher.
DE: Human-services-Administration; Multiculturalism-; Human-services-personnel-Training

Record 5 of 7 in Social Sciences Abstracts 2/83-6/01

TI: The long and winding road: personal reflections of an anti-racism trainer
AU: Ring,-Jeffrey-M
SO: American Journal of Orthopsychiatry v 70 no1 Jan 2000. p. 73-81
AB: Part of a special section on racism and mental health. The writer discusses the intense personal and professional preparation necessary for becoming an effective anti-racism trainer. He draws on his own experiences as a white man actively involved in the field for the past ten years, as well as diversity training models and theory. He examines the demands that are required of a leader who takes such training experiences; the strengths that individuals trained in the mental health field can bring to the role of anti-racism trainer; and some of the key elements of the personal work that are demanded of an individual who becomes an anti-racism trainer.
DE: Racism-; Multiculturalism-; Clinical-psychologists-Personal-narratives

Record 6 of 7 in Social Sciences Abstracts 2/83-6/01

TI: A model for diversity training in human service agencies
AU: Hyde,-Cheryl
SO: Administration in Social Work v 22 no4 1998. p. 19-33
AB: The need for diversity has been widely embraced in human services agencies. A variety of strategies are used to help make organizational diversity a reality. Largely missing from the literature, however, is a comprehensive model for diversity training in the human services. The author presents such a model, derived from interviews with 30 practitioners in and consultants for human service diversity. The model's core values, goals, and interventions, all of which are presented, reflect a synthesis of mainstream and social justice approaches to organizational diversity. Reprinted by permission of the publisher.
DE: Multiculturalism-; Human-services-personnel-Training

Record 7 of 7 in Social Sciences Abstracts 2/83-6/01

TI: An anthropological approach to multicultural diversity training
AU: Garcia,-Mikel-Hogan
SO: The Journal of Applied Behavioral Science v 31 Dec 1995. p. 490-504
AB: The writer discusses an anthropological training process for fostering multicultural diversity competence (MDC), which is the ability to demonstrate respect and understanding, to communicate effectively, and to work collaboratively with people of diverse cultural backgrounds. He states that the process, which is based on anthropological fieldwork, is multilevel and is designed to address personal interpersonal knowledge and skills and organization-wide policies and procedures. He describes the theoretical framework and aim of the MDC training process and discusses teaching specific skills. In addition, he discusses the statistical properties of an instrument developed to evaluate the MDC training.
DE: Intercultural-education; Employees-Training; Educational-anthropology; Intergroup-relations
 
2)   One journal that will be very handy is:   Teaching Sociology.  This journal provides exercises for a variety of topics.  You will have to thumb through the journal to find relevant articles.   Another journal that may be relevant is Journal of Applied Sociology.
 

3)   Books will become an important resource.  You can look through illinet online and type in keywords, much like the on-line databases to see what comes up.  Some books that might be relevant are:

a) Renee Blank and Sandra Slip.   Voices of Diversity.  1994

b) Helen Hemphill and Ray Haines.   Discrimination, Harassment, and the Failure of Diversity Training: What to Do Now.   1997

c) Roosevelt Thomas.   Redefining Diversity.     1996

d) William Foote Whyte.  Social Theory for Action: How Individuals and Organizations Learn to Change.   1991.
 
 
 

All the above are suggestions to help you get started.  There is lots of information that already exists.  Part of the learning process is to discover how to uncover the information and determine what is useful.