Diversity training is a common initiative in organizations, yet also the focus of much debate. Legislative attempts have been made to eliminate diversity training, while research presents mixed findings and contradictions. Although much is known about designs, pedagogies, and trainee outcomes of diversity training, we know far less about the diversity trainer, who bears the brunt of delivering training amidst existing controversies. In this study, we examine the diversity trainer’s experience, bringing to light the important use of the trainer’s own identities in navigating the emotionally charged minefield of educating about bias and bridging across cultural and demographic differences. Through this qualitative investigation, we develop a grounded model that illustrates the process of brokering identities, a form of identity work diversity trainers engage that involves their deliberate efforts to call themselves and others in during diversity training. We highlight the brokering self-efficacy trainers gain from their identity work, which helps to explain why diversity trainers continue to engage in the process of brokering identities despite the challenges and controversies they may face.

中文翻译：

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呼唤自己和他人：在多元化培训中调解身份

多元化培训是组织中的一项常见举措，但也是很多争论的焦点。已经进行了立法尝试来消除多样性培训，而研究则提出了混合的发现和矛盾。尽管我们对多样性培训的设计、教学法和受训者结果了解很多，但我们对多样性培训师的了解要少得多，在现有争议中，谁首当其冲地提供培训。在这项研究中，我们研究了多元化培训师的经历，揭示了培训师自身身份在引导关于偏见教育和弥合文化和人口差异的情绪化雷区中的重要用途。通过这种定性调查，我们开发了一个基础模型来说明代理身份的过程，多元化培训师参与的一种身份认同工作形式，涉及他们在多元化培训期间有意识地努力让自己和他人参与进来。我们强调中介自我效能培训师从他们的身份工作中获得的收益，这有助于解释为什么多元化培训师尽管面临挑战和争议，但仍继续参与中介身份的过程。