Abstract
This chapter will examine the importance of mitigating bias in training and development, which provides internal and external scanning, thus mitigating bias in selection, promotion, compensation, information sharing, and implicit biases. Further, bias in training and development arises when training participants are intentionally or unintentionally targeted because of individual aspects of the “Big 8,†consisting of race, ethnicity, sexual orientation, gender identity, ability, religion/spirituality, nationality, and socioeconomic status. Akin to research, information bias results from misleading training participants by providing incomplete information or showing imaging that is not representative of a diverse group of people. Additionally, DEIB training and development leadership and risk factors are addressed.
Document Type
Book Chapter
Source Publication
Implementing Diversity, Equity, Inclusion, and Belonging in Educational Management Practices
Version
Published Version
Publication Date
7-18-2022
First Page
278
Last Page
288
Rights
Copyright © 2022, IGI Global. Copying or distributing in print or electronic forms without written permission of IGI Global is prohibited.
Recommended Citation
Marks, Q. L., El-Amin, B., & El-Amin, A. (2022). Strategies for Mitigating Bias in Training and Development. In A. El-Amin (Ed.), Implementing Diversity, Equity, Inclusion, and Belonging in Educational Management Practices (pp. 278-288). IGI Global. https://doi.org/10.4018/978-1-6684-4803-8.ch014
Comments
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