Is Your Diversity Training Making any Difference?

In today’s blog we will address the often wondered question: Does diversity training really work?

We are all familiar with the routine of joining a new company. Get an office tour, meet new colleagues, go through a set of virtual slides, and answer a quiz on diversity and sensitivity training. DEI training has become a key component of organizational structure globally. Most Fortune 500 companies offer one or another form of diversity training to their employees.

But the question persists: Are these training making any difference? Diversity training isn’t a single action. It encompasses a multitude of factors: the content and approach of the training, the commitment of an organization to diversity, the training environment, human psychology, and leadership capability. Thus, it is hard to measure the return on investment in DEI training monetarily. To measure the impact of DEI training, we must look at the data that reflects the changing work culture of a company. The data on hiring, promotion, and discharge work as evidence to know if the DEI initiatives are working or not. 

Can you Untrain Bias?

Diversity training, while well-intentioned, may face significant challenges in achieving its intended outcomes. Human bias is so complex that a brief training session may not be sufficient to undo the deeply ingrained beliefs and attitudes. Let’s look at a few reasons diversity training cannot achieve its full potential.

• Mandatory Training: When employees perceive diversity and inclusion training as a mere formality, they may not fully engage with the concepts presented. Additionally, the training may inadvertently trigger resistance if the participants feel unfairly stereotyped or blamed for biases beyond their control.
• Superficial Efforts: Diversity training can also fail when it’s seen as a superficial, checkbox exercise rather than a genuine effort to address systemic issues. For example, an organization that conducts diversity training but does not address systemic biases in promotion or leadership opportunities comes off as insincere and inadequate.
• Lack of Follow-up: Organizations without robust follow-up mechanisms for diversity and inclusion training may see a decline in their effectiveness. For example, a company that conducts diversity training but fails to monitor its hiring practices or address discriminatory incidents, will not see any lasting changes.
• One-Size-Fits-All Approach: Diversity training programs that fail to consider the specific needs, nuances, and challenges within an organization are ultimately ineffective. What works for one organization may not work for another, and thus, DEI training should focus on every organization’s unique diversity goal and cultural dynamics.

However, the good news is that diversity training does produce significant changes when they are customized to an organization’s unique needs and culture. A tailored diversity training program addresses the areas where an organization needs the most improvements.

Conclusion

Diversity is not a destination at the end of the road but the journey itself. Just like a journey, the effectiveness of diversity training programs is contingent upon the factors that collectively shape its outcomes. Ultimately, the success of a DEI training program rests on figuring out what’s important for your organization and getting everyone on board.

If you are keen on a diversity training session that encourages empathy and interaction within your team, consider enroling in the DEI courses offered by The Inclusive Dojo.

Diversity, Equity, and Inclusion in the Organization