Although there are a limited number of research studies on workforce diversity, a large number of descriptive reports have emerged in the popular press and in the HRD journals (Beilinson, 1991; Bower, 1989; Carnevale & Stone 1994; Carr, 1993; Caudron, 1993; Edwards, 1991; Fierman, 1990; Finney, 1989; Jackson, 1991; Thacker, 1992; Wheeler, 1994; Winterle, 1992). A search of dissertation abstracts from 1986 through 1996 revealed five studies on diversity in the U.S. workplace; two of these concentrated on employment of people with disabilities. Another seven studies concentrated on cross-cultural training in other countries. Over twenty dissertations focused on multicultural education and training in various settings.
Researchers have identified a need for studies of diversity in organizations (Battaglia, 1991; Cockburn, 1991; Cox, 1990; Harbeck, 1992; Morrison, 1992; Rynes & Rosen, 1995; Triandis, Kurowski, & Gelfand, 1994). Despite the rapid growth of diversity training programs (Rossett & Bickham, 1994), little research has been conducted to assess their impact. Cox (1990) reported that "despite the growing need for understanding the effects of ethnic and racial heterogeneity on organizations, the knowledge base for these issues is appallingly limited" (p. 5). Wentling and Palma-Rivas (1997) noted that additional research from multiple perspectives is necessary to address the current status and future trends of diversity in the workplace.
In spite of the rapid growth and interest in diversity, Armitage (1993) stated that "organizations are scrambling to develop diversity programs but find little concrete guidance" (p. 3). Similarly, Noe and Ford (1992) reported that "while training for diversity has increased in popularity, no systematic empirical research regarding the effectiveness of diversity programs has been published" (p. 358).