Are multinational companies ready for diversity training? Examining the gender dimension of diversity training with organizational and cultural/societal factors

In this cross-cultural comparative study, I sought to answer two research questions: (a) to what extent should cultural differences be considered when implementing gender diversity training programs across different national/cultural contexts? and (b) what are the factors impacting the effectiveness of gender diversity programs implemented by multinational corporations across different national/cultural contexts?A qualitative method was used to explore: (a) how people define, perceive, and react to issues of gender diversity across different cultures, and (b) what are organizational goals for addressing issues of gender diversity and their relationship to business strategies. Twenty-eight face-to-face semi-structured interviews were conducted with individuals from twelve IT multinational corporations in the United States and Taiwan. The data collected was analyzed by using the qualitative research software, ATLAS. ti 5.0, to support and manage the analysis process.This study found that there were similar and different views about gender and gender diversity management existing among the majority of American and Taiwanese participants working in IT multinational corporations. Participants were similar in defining gender differences, assuming gender equity in the workplace, and addressing the concerns of integration and learning for creating learning environment and enhancing innovatory process. On the other hand, American and Taiwanese participants differed in their perception of family gender roles, reactions to meeting social expectations about gender roles, and organizational goals for implementing gender diversity management. Based on those similarities and differences, this research concludes that there might be eleven categories impacting cross-cultural needs assessment for gender diversity training, and suggests that IT multinational corporations might need to consider adapting their gender diversity training programs to the cultural milieu across countries.This study attempted to close existing gaps in the current literature regarding both theory and practice related to the design and implementation of diversity training. More specifically, it focused on the potential importance of conducting a needs assessment that examines cross-cultural issues prior to proceeding with the selection or design of diversity training and other related corporate initiatives. Accordingly, this research explored the organizational and cultural/societal factors that may impact gender diversity training implemented by internet technology (IT) multinational corporations in two different national contexts, the United States and Taiwan.