Reference #108: Why Diversity Programs Fail
Organisations can use behaviour change to prompt the belief change in their employees. When an individual's beliefs and behaviours are out of sync, they have a tendency to change either their behaviour or their beliefs to correct this dissonance. This is termed "cognitive dissonance".
We see how this relates to diversity efforts in the following example: a manager who voluntarily participates in our diversity program will begin to see themselves as a champion for diversity.
Dobbin, Kalev. Why Diversity Programs Fail, 2016. Reprinted in Reinventing HR, 2019. (135-136)RSS