Several trainers have been employed by CC's Cosmetology College to conduct "train-the-trainer" diversity training classes for the purpose of building confidence, knowledge, and the skills of those charged with conducting high-impact, relevant, and involved diversity education and training. The problem is the lack of understanding trainers have regarding workplace diversity and the ability to create an inclusive culture and classroom environment that leads to understanding and implementation of workplace diversity.

1. Carlos Padilla
EDD/581
08/27/12
Dr. Collins
Action Research Proposal

2. Problem Statement
The problem with diversity training is the lack of understanding
some “train-the-trainer” training facilitators have with diversity and
how to fully integrate diversity into the classroom. This creates an
environment that is not conducive to meeting the needs of all the
learners.

3. Problem Description
Several trainers have been employed by WPX Energy to conduct
“train-the-trainer” diversity training classes for the purpose of
building confidence, knowledge, and the skills of those charged with
conducting high-impact, relevant, and involved diversity education
and training. The problem is the lack of understanding these
trainers have regarding workplace diversity and the ability to create
an inclusive culture and classroom environment that leads to
understanding and implementation of workplace diversity.

4. Purpose of the Project
The purpose of this project is to help train the trainer; to create an
inclusive classroom environment that leads to implementing
diversity in an integrated manner by becoming more aware of
learner diversity through heightened awareness of diversity (in the
classroom), allowing the facilitator to become a more effective guide
with respect to diversity training.

5. Writer’s Role
1. I relate to this topic because I have had to deal with various
misconceptions in the workplace both as an employee, primary
among these being ethnicity and sexual orientation.
2. I selected this topic because I believe in creating a company
culture that respects and values diversity. A culture that respects
the differences and experiences of its workforce regardless of their
skin color, sexual orientation, religious beliefs, etc.
3. In my current setting I am employed as a consultant to the
Director of Corporate Training and On Boarding services. I am also
a former Director of Human Resources.

6. Problem Documentation
 The Director of Human Resources is moving aggressively to
diversify both the Tulsa and Denver IT Departments. The Director
has asked me to design and implement a “Train-The-Trainer”
diversity training program for both the staff and hiring managers of
both locations that reflects the diverse makeup of WPX Energy.
 A survey instrument will be designed to assess the status of
diversity initiatives while attempting to identify state-of-the-art
practices relative to diversity training, initiatives, practices, policies,
and objectives.
 The groups to be surveyed will include the following: IT Staff (Tulsa
& Denver); IT Hiring Managers (Tulsa & Denver); Training Dept.
Consultants (Tulsa & Denver); Human Resources Staff (Tulsa &
Denver)

7. Diversity Training Initiatives Survey Instrument
 The following survey instrument has been designed to assess the
status of diversity initiatives at WPX Energy. For purposes of this
survey “diversity” is being defined in the broadest sense possible to
include differences in age, race, gender, physical ability, sexual
orientation, religion, socioeconomic class, education, region of
origin, language and life differences. Life differences include but
are not limited to, “position in family, job function, rank within the
organization, personal, interpersonal, and organizational
characteristics.”

8.  The survey instrument, composed of ten (10) questions, attempts to
identify state-of-the-art practices relative to diversity training,
initiatives, practices, policies, and objectives. Further, it hopes to
explore how diversity is valued, measured, and linked strategically
to WPX Energy’s plans for a diverse. Last but not least, this
snapshot of diversity will identify unmet needs and make
recommendations for next steps in diversity training and
implementation of diversity policies and procedures. Your
cooperation and completion of this survey is critical to this
assessment and to the future of research in this important issue.
Please download the attached survey and check all that apply.
Thank you.

9. 1. A gender-based belief is an example of a stereotype?
2. An open door policy is a good way to help diversity work?
3. A training seminar is a good way to promote workforce diversity?
4. Workforce diversity should only be valued by management?
5. A diverse workforce can harm employee morale?
6. Diversity can be a stimulus for one’s intellectual growth?
7. Stereotypes can be positive?
8. Today’s media has little influence on maintaining stereotypes?
9. A company can gain customers because of workforce diversity?
10. Gender sensitivity is not important to promoting workplace diversity?
Please email your responses to: diversitytraining@WPXEnergy.com
Diversity Training Initiatives Survey Instrument
True or False?

10. Literature Review
Authors Title Purpose Pertinent Findings
Katerina Bezrukova
Karen A. Jehn
Chester S. Spell
Reviewing Diversity Training:
Where We Have Been and
Where We Should Go
Examines the characteristics of
the research and the context of
training, training design, trainees’
characteristics, and training
outputs.
Discusses gaps in the literature
relative to diversity training and
provides suggestions for future
research on diversity training.
Academy of Management From the Guest Co-Editors:
What Do We Know and Need to
Learn About Diversity Education
and Training?
Looking into research related to
diversity education in the
workplace and in education
Section on research and
reviews. Looks at the following
criteria: Changes in knowledge,
attitudes toward diversity, and
cultural competency skills.
Kenneth P. De Meuse
Todd J. Hostager
Kathryn S. O’Neill
A Longitudinal Evaluation of
Senior Manager’s Perceptions
and Attitudes of a Workplace
Diversity Training Program
Researching the outlook of
Senior Management toward
Discusses the effectiveness of
workplace diversity training
program
Carolyn I. Chavez
Judith Y. Weisinger
Beyond Diversity Training: A
Social Infusion for Cultural
Inclusion
Do desired outcomes from
diversity training bare fruit?
Contemporary organizations, in
an effort to reap the benefits of a
diverse workforce, continue to
spend millions of dollars on
diversity training despite the
tendency of such training to
either fail or not derive the
expected outcome.

11. Literature Review
Authors Title Purpose Pertinent Findings
Loriann Roberson
Carol T. Kulik
Molly B. Pepper
Designing effective diversity
training: Influence of group
composition and trainee
experience
Designing effective diversity
training programs
Research examines how training
group composition and trainee
experience interact to influence
the effects of diversity training on
cognitive, affective, and
behavioral outcomes.
Felicia Wiltz
Patricia Venter
Veronica Porter
A Workplace Diversity Training
and Management Model
Evolution of diversity training Speaks about the
misconceptions of what diversity
means.
Lorraine Guitierrez
Jean Kruzich
Teresa Jones
Nora Corondao
Identifying Goals and Outcome
Measures for Diversity Training:
A Mult-Dimensional Framework
for Decision-Makers
Goal setting Looks at the goal setting process
used in developing diversity
training and how its
effectiveness is assessed
Jalal Armache Diversity in the Workplace:
Benefits and Challenges
Globalization of diversity This article discusses the
benefits, challenges, attributes
and steps needed to promote
diversity in the workplace on a
global level

12. Action Goal
 The goal of diversity training is to inform and educate leaders and
staff about diversity. The purpose of training is to increase
awareness of workplace diversity, as well as to impart knowledge
and educate employees to recognize, accept, and respect
differences that exist among employees. The overall goal is to
create a positive work environment that celebrates and understands
diverse differences.

13. Selected Solutions
 Due to the lack of adequate training that the diversity trainer’s
receive from the Human Resources “Train-the-Trainer’s” program,
an intervention process will be established as a result of this study
to demonstrate the skills and techniques required to train incoming
staff on the corporate culture of diversity, with the intent of
establishing a rudimentary understanding of what diversity is and
the role it plays within the corporation.
 Trainers will be taught the steps of training new hires about diversity
and the importance of comprehending why diversity is important to
the company culture.
 The target audience are the trainers who train the trainers from
Human Resources.

14. Calendar Plan
July, August, September
07/10/12 07/15/12 Initial reflection
07/16/12 07/22/12 Review of literature
07/23/12 07/24/12 Contact WPX Energy, Corporate Training Director to
secure permission for study.
07/25/12 07/27/12 Develop observation method; gather
resources/materials, prepare questionnaire/surveys.
Make arrangements to fly to Denver.
07/28/12 07/29/12 Review materials, follow-up with Training Director, fly
to Denver.
07/30/12 08/03/12 Observe Diversity Training at Denver Office.
08/03/12 08/03/12 Open discussion with Denver trainees.
08/04/12 08/05/12 Review notes, journal, and data from Denver training.
Leave for Tulsa.

15. Calendar Plan
July, August, September
08/06/12 08/09/12 Observe diversity training at Tulsa office.
08/10/12 08/10/12 Open discussion with Tulsa trainees.
08/11/12 08/11/12 Review video from Denver training.
08/12/12 08/12/12 Review video from Tulsa training.
08/13/12 08/17/12 Interviews with hiring managers, human resources
representatives, and recruiters.
08/18/12 08/19/12 Review field notes from 08/13/12-08/17/12 interviews.
08/20/12 08/24/12 Complete data analysis; prepare outline.
08/27/12 09/02/12 Put action research report together.
09/03/12 09/07/12 Complete any revisions; finalize.

16. Expected Outcomes
 The overall goal is to develop trainers that will build the confidence,
knowledge and skills of those individuals charged with conducting
high-impact, relevant, and involved diversity education and training
at WPX Energy.
 There are several expected outcomes:
 Outcome 1: Bridge the gap as to why some trainers gain benefits
from diversity training (trainers), and why some do not.
 Outcome 2: Integrate diversity comprehension and training in a
way that engages and motivates learning and achievement.
 Outcome 3: Use training to help promote knowledge and
professional practice using student-centered training.

17. Measurement of Outcomes
 Outcome 1: A five member panel consisting of a representative
from Senior management, Human resources, a Department
manager, Field manager, and a Diversity training partner will meet
with former trainees to ask a series of questions (to be developed
by the interviewee). At the conclusion of the question period, all five
panel members will meet before a review board consisting of Senior
management, Human resources, and the Training Corps., to
discuss the results of the interviews and to determine where any
gaps, if any, can be bridged.

18. Measurement of Outcomes
 Outcome 2: In order to determine how best to engage trainees, we
must first understand what the trainer knows regarding diversity in
the workplace. To achieve this, a test (Appendix 1) will be
administered in order to assess and measure a trainer’s knowledge
of diversity.
 Outcome 3: Students will engage in various exercises during
diversity training that will assist with promoting diversity-based
knowledge and are student-centered.

19. Analysis of Results
 How will I determine is my solution was effective?
Through analysis of the surveys and discussions, the review board
will determine the skill sets required to create a best practice that
will benefit each individual trainer.
 How will I present my findings?
The interview and survey data will be used to form a descriptive
analysis to support the need for more focused training. Findings will
be presented in a written format to the review board.
 Whom will the findings be presented to?
I will present the findings to the review board as requested by
Director of Human Resources.

20. References
April, K. & Blass, E. (2010). Measuring Diversity Practice and
Developing Inclusion. Ashbridge Business School. Retrieved from
http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd
=1&cad=rja&ved=0CCUQFjAA&url=http%3A%2F%2Fwww.ashridg
e.org.uk%2Fwebsite%2FIC.nsf%2FwFARATT%2FMeasuring%2520
Diversity%2520Practice%2520and%2520Developing%2520Inclusio
n%2F%24file%2FMeasuringDiversityPractice%26Inclusion.pdf&ei=i
yU8UOeRB8GO2AWL24DQDA&usg=AFQjCNGmjDZR5D50TCcSr
wSYw2H4xaW0Aw
Kane, M.B. (2008) Diversity Interventions – The Crossroads. Retrieved
from http://masterboykane.blogspot.com/2008/09/diversity-
interventions-crossroads.html
Mayhew, R. (2012). How to Measure Diversity in the Workplace.
Retrieved from http://www.ehow.com/how_7379641_meaure-
diversity-workplace.html#ixzz24nDH1wkT