Approaches used in diversity training owe much to the history of this practice. Diversity training grew out of a universal call for assertive action that revolutionized the demographic makeup of organizations (Paluck 580). Companies originally instituted diversity measures to counter threats of legal implications. The practice evolved from a single-day event to an ongoing event that characterized the hiring, retention, and reward of employees. This is in fact the birth of the practice of diversity management, which modern organizations are trying to catch up with. It is important to discuss the approaches here because they allow one to critically analyze whether or not diversity training helps improve performance in an organization. Two approaches were used, namely the educational approach and the experiential approach training (Paluck 580). As part of the educational approach, training involves providing information and raising awareness both generally and in detail about issues related to diversity discrimination (Paluck 581). These problems mainly revolve around a misunderstanding of diversity. This approach capitalizes on teaching the benefits of diversity-accepting behavior and policies favorable to employees and the organization as a whole (Paluck 581). Instructions are given in the form of lectures, videos and information sheets. This approach also uses group chats to convey messages. However, group discussions must be led by a professional diversity trainer, otherwise they prove to be a breeding ground for animosity toward diversity. Some of the information shared touches on information intended to replace myths/stereotypes, equal opportunity regulations, demographic changes in a country...... middle of paper ...... e backgrounds, for do business or work together. If, by chance, these people do not understand each other in terms of cultural backgrounds, the company may not perform well. A company's exceptional performance depends, among other factors, on a favorable relationship among employees. People from diverse backgrounds often crash into each other in the workplace because the frequency of misunderstandings is very high. This owes a lot to the prejudices and stereotypes that people hold towards people from different backgrounds. It is in such scenarios that the importance of diversity training cannot be emphasized. This is because diversity training aims to iron out all differences emanating from diverse backgrounds and helps establish impeccable cohesion among all stakeholders in an organization (Bezrukova, Jehn and Spell 218).