Al-Gharbi points to mountains of research that suggest ways to make diversity trainings more effective and less damaging. Rather than focus trainings on the broader problems in American society and American history, or on often controversial progressive stances like equality of outcome or the myth of meritocracy, “training should instead be tightly connected to specific organizational objectives and the specific tasks different team members are responsible for.” Rather than discuss bias and prejudice exclusively in the context of how privileged groups perceive oppressed groups, he says,
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