Is DEI Training a Waste of Time?

Diversity and Inclusion Training is in popular demand.

Find out if it’s a waste of your time.

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Here’s some key messages from this episode:

– Why nearly all DEI training has the same two goals

– Why so much DEI training appears to be the same

– How to avoid this devastating evaluation issue of DEI training

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Here’s some key takeaways from this episode:

There is limited evidence to show DEI training works long term 

“the enthusiasm for, and monetary investment in, diversity training has outpaced the available evidence that such programs are effective in achieving their goals”

DEI training is often evaluated using false proxies 

“Asking the trainees if they liked or enjoyed the training or if they found it useful. That’s a false proxy.”

DEI training needs to be relevant to your specific organisation

“Contradictory findings concerning the impact of of Diversity Training may highlight the importance of “contextual factors that can moderate a program’s effects”

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In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Sign up here for our free workbook and a transcript of the show

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Here’s some resources so you can go deeper:

Diversity Training Goals, Limitations, and Promise: A Review of the Multidisciplinary Literature

‘Racist’ Met police course for detectives ditched after protests by attendees

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Check out these related episodes of the show.

The Proxy Problem of Diversity, Equity and Inclusion

Diversity Climate Vs. Inclusion Climate A Guide To Understanding What They Mean In Your Workplace

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences