Despite increases in diversity training programs, outcomes are not consistently leading to increases of diversity within upper management. What might be the reason for this phenomenon and how might it be addressed?

What will be an ideal response?

Simply holding one training session is not enough. Companies need strategies in place to encourage diversity in an ongoing manner. Researchers also suggest that diversity experiences are more likely to lead to positive adaptation for all parties if (1 ) the diversity experience undermines stereotypical attitudes, (2 ) the perceiver is motivated and able to consider a new perspective on others, (3 ) the perceiver engages in stereotype suppression and generative thought in response to the diversity experience, and (4 ) the positive experience of stereotype undermining is repeated frequently. Diversity programs based on these principles are likely to be more effective than traditional classroom learning.