A meta‐analytic evaluation of diversity training outcomes

By Zachary T. Kalinoski, Debra Steele-Johnson, Elizabeth J. Peyton, K. Leas, Julie Steinke, N. Bowling. 2013

260 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a25f90361a3ae38ef516afe77bac5e49b4aba1e0

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. A. Eagly

In Gender Studies

1. A. Eagly
2. M. Heilman
3. Maira A. Areguin
4. Muhammad Ishtiaq Ali
5. Lilia M. Cortina
6. A. Konrad
7. Victoria L. Brescoll
8. Sabine Sczesny

In Organizational Behavior and Human Resource Management

1. A. Eagly
2. Muhammad Ishtiaq Ali
3. Lilia M. Cortina
4. M. Heilman
5. A. Konrad
6. R. Kark
7. Sarah Thébaud
8. M. V. van Engen

Citations in the corpus

• Gender and leadership: Introduction to the special issue. (2016, background): “Although such interventions, and diversity training programs in general, have shown some positive effects (Kalinoski et al., 2013), there is also evidence of ineffectiveness (Dobbin & Kalev, 2012).”
• Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management (2017, background): “DEM researchers have also built a body of evidence indicating the effectiveness of isolated practices, such as recruiting for diversity (Avery & McKay, 2006; Holzer & Neumark, 2000) and diversity training (Kalinoski et al., 2013).”
• Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace (2021, background): “Indeed, there is little evidence that conventional approaches to sexual harassment training actually decrease sexually harassing conduct (Kalinoski et al. 2013, Magley et al. 2013, NASEM 2018).”