Alhejji_2015_analysis.pdf (1.82 MB)
An analysis of the influence of internal and external factors on diversity training design: a case study of a multinational corporation in Saudi Arabia
thesisposted on 2022-09-12, 10:54 authored by Hussain Alhejji
Diversity training is a significant topic in human resource development literature and one that merits theoretical and practical attention. Over the past 20 years, a considerable body of research has been accumulated. However, diversity training research is still in its infancy as a body of research compared to training and development (T&D) and human resource development (HRD) research. There is limited knowledge of the organisational context of diversity training programmes and the design features of these training interventions. This thesis reviews the literature in order to assess the status of diversity training design features. The findings reveal: (1) relatively little diversity training research has emerged from an HRD perspective, (2) the majority of diversity training literature has focused on the public sector, (3) organisations have utilised a wide range of methods to deliver diversity training to employees, (4) methodologically, studies have suffered from significant limitations, including small simple sizes, overreliance on quantitative methods, and little use of qualitative or longitudinal designs, and (5) the majority of diversity training literature has emerged in Western cultural contexts. In addition, this thesis analyses the influence of internal and external factors on the design of diversity training programmes. To do so, 17 in-depth interviews were conducted with key managers from an MNC operating in Saudi Arabia and institutional actors responsible for shaping policies on diversity management. The findings show that external and internal factors directly influence diversity training design. Therefore, managers and HRD practitioners should consider such factors when designing diversity training programmes. Moreover, the results suggest that diversity training is culturally specific, and global managers must understand the cultural and institutional contexts of the host country before implementing and designing diversity training programmes.