How Valuable Is a Diversity Training to You - And Would You Do it? An Intervention Study to Promote University Employee’s Intentions to Participate in an Online Diversity Training
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2022-07-08
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en
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Abstract
Encouraging university employees to participate in diversity trainings can contribute to organisational
goals of increasing diversity and inclusion. First, I investigated what value inputs affected university
employees’ likelihood to participate in an online diversity training. In line with previous studies,
employees’ (N = 45) perceived benefits of the training and personal responsibility predicted their
likelihood to participate in the training if they also perceived the training as valuable. Next, I tested the
effectiveness of a poster intervention on employee’s value of the online training and likelihood to
participate. Employees (N = 45) were randomly presented with either the intervention poster that
should increase their responsibility or the control poster. It was expected that exposure to the
intervention poster would increase responsibility, the subjective value of the training, and the
intentions to participate in the training. Inconsistent with the predictions, the intervention poster
showed no effects on the measured concepts. Yet, employees’ subjective value of the training was
linked again to their likelihood to participate in the training which supports the results from the first
study. This study replicated other research results that emphasize the importance of employees’ value
perceptions of a diversity training in predicting their participation. Limitations of this study are the
small sample size and the high number of non-responses that restrict the generalizability of the results.
The findings of this study offer opportunities for future research to follow-up.
Keywords: diversity, inclusion, diversity training, responsibility, subjective value, estimated
likelihood, intention, participation, university employees
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Faculteit der Sociale Wetenschappen