Instructional design strategies for diversity training programs
Abstract
The purpose of this study was to identify a set of instructional design strategies that could be utilized during diversity training development. Using the Dick and Carey Model of Instructional Design, this study investigated a step-by-step process for the development of diversity training. Unique strategies contributing to the successful design and implementation of diversity training programs emerged. Those strategies became the basis for an instructional design job aid and resource guide for developing diversity training programs. Eight participants were interviewed. Each was an experienced instructional designer who was familiar with diversity training. Four areas of focus in diversity training were represented: Diversity awareness training, psychology and counseling, performance management, and training in the United States Army. Each participant discussed his or her strategies for the design and development of diversity training programs in his or her particular field. Findings emerged in three areas of instructional design. First, instructional design strategies for diversity training development were developed based upon the experiences and expertise of the eight participants. These strategies may be used as a job aid by designers for diversity training development. Second, three overarching themes that cross design steps and diversity training purposes evolved from the collected data including ethics, organizational commitment, and behavior and performance results. These three themes should be considered during the entire development process. Finally, a continuum of diversity training identified a range of goals that can be addressed under the broad umbrella of diversity training. When designing diversity training, instructional developers should review the continuum as they consider the desired results of the training. Designing diversity training can be a successful process if behaviors are identified and are also ethical in nature. If those behaviors are identified, then commitment to diversity training can be obtained from organizations. The diversity training process can be further enhanced through identification of instructional design strategies, utilization of the relationship model between the three overarching themes, and review of the continuum of diversity training purposes.
Degree
Ph.D.
Advisors
Russell, Purdue University.
Subject Area
Curriculum development|Multicultural Education|Continuing education
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