Designing effective diversity training: Influence of group composition and trainee experience.

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The relationship between diversity training, organizational commitment, and career satisfaction (2010, background): “To increase productivity, job satisfaction and retention, employers have created diversity management teams to facilitate the training of their employees in diversity awareness issues (Roberson et al., 2001; Wentling and Palma-Rivas, 2000).”
Diversity Training and Intergroup Contact: A Call to Action Research (2006, background): “One field experiment examined whether the demographic composition of diversity training groups would change trainees’ reactions, using a sample of graduate instructors at a business school ( Roberson et al., 2001 ).”
The rich get richer: predicting participation in voluntary diversity training (2007, result): “Behavioral skills in managing and responding to diversity were measured by an adaptation of the Instructor Cultural Competence Questionnaire (ICCQ; Roberson, Kulik, & Pepper, 2002), an instrument that assesses the behavioral or skill-based component of diversity learning.”
Using Needs Assessment to Resolve Controversies in Diversity Training Design (2003, background): “Furthermore, Roberson et al. (2001) suggested that group composition might interact with the training focus (skills vs. awareness training).”