Description: The face of the American workforce is changing. As more women and minorities enter the workplace and globalization continues, workers must work with. interact with, and sell to people who are different from themselves. Workers bring their cultures, attitudes, and modes of operation with them. To address the issue of being productive in a diversified environment, corporations have implemented diversity training programs. For the purpose of this study, diversity was defined as gender differences. This research examined the effects of diversity training on increasing the awareness and understanding of gender differences in the workplace. The experimental design of the study was a pretest posttest involving two groups in a large corporation who received different forms of training to address gender differences. One group received its training in the traditional manner currently used in the corporation. The second group participated in enhanced training targeted to include multiple learning styles and focused on why this effort was important to the individuals as well as the corporation. A true-false test based on gender differences was given prior to the training to account for individual differences and to establish the means for the groups. The same test was given following the training to determine the effectiveness of the training. The statistical procedure used in this study was an analysis of covariance (ANCOVA) in order to determine whether there was a significant difference between the mean scores of the two groups. A level of significance of .05 was specified. Calculations were done using the computer program SPSS version 9.0. The data yielded a statistically significant difference between the employees who received the enhanced training and the employees who received the standard training on knowledge of gender differences in the workplace.
Date: May 2001
Creator: Rouh, Peggy A.
Item Type: Thesis or Dissertation
Partner: UNT Libraries