WHY DIVERSITY TRAINING MUST CHANGE
Why Diversity Training is "Not Working"
For too long, I have thought about what I have been seeing and experiencing in my "diversity training and consulting travels." I realized recently I am doing way too much "Rescue Diversity Training." That is, I am hired to come in and clean up and pick up where other diversity trainers started and failed. The organization, my client was polarized during and after the training and what I call unifying work (healing) is now called for and how to "restart" the training and other support initiatives is the next step.
I know this article will not help me win any popularity contests but nevertheless this conversation needs to be "jump started" in the diversity training industry. What follows are my observations on a trend in our field that needs "a little push." This is a revolution occurring in our field and sometimes revolutions need a spotlight, more attention.
My observations reflect the past, the present, and where I think we need to go as consultants, trainers, and employers who are engaged in the diversity training and inclusive workplace movement. If we don't stop and reflect on our lessons learned to date, "old school" diversity training will be perceived as another fad in the years to come. I believe the next generation of diversity training will "never go away."
Old School - Past Generation Training |
New - Next Generation Training |
| Confrontational - "in your face" | Non-confrontational |
| Expert trainer drives course | Facilitator leads and follows |
| Theory-based, academic | Practical, "real world" |
| Negative examples or role plays | Positive examples are used |
| Expert-centered | Participant-centered |
| Fuels backlash | No platform for backlash |
| Polarizes participants | Unifies participants |
| No pre-work or post-work | Mandatory pre-work and post-work |
| "Off the shelf" - one school | "Customized" - eclectic |
| Very little diagnosis or needs analysis | Mandatory "up front work" and post work |
| "Hit or miss" | "Always on target" |
| "Blame and shame" | Positive |
| "Live in the past" | "Look to the future" |
| Divisive | Unifies |
| Awareness-based "What next?" |
Skill and Knowledge-based "I know what to do" |
| Talks about rights and victims | Talks about shared responsibilities |
| Focuses on "others" | Introspective |
| "Build the temple, they will come" | "They don’t worship in a temple!" |
| Ivory tower - externally driven | Internally driven (committee/council) |
| Diversity trainer is the savior | Diversity trainer is an advisor |
| Dependence on trainer | Client-trainer partnership |
| Program | Philosophy |
| Specific, targeted | Holistic, organization-wide |
| "In a hurry" | "Cautious, take your time" |
| "Check the box" | There is no box |
| Reactive | Proactive |
| Impact - program fails | Impact - no longer a program |
| A way of looking at our business - poor business case | A way of doing business - clear and compelling business case |
I know I am going to "ruffle feathers" with this article. I believe we have to "push ourselves to the next level." We rarely stop and ask what "lessons we have learned." What is supporting the "old school"? Organizations are not thoroughly screening the diversity trainers or consultants they are hiring. Organizations are "too busy and in a hurry" and hire their external trainer/consultant based on a resume or brochure. Please visit my web page and look at my articles on how to "Hire A Diversity Trainer" and the "Top Ten Reasons Why Diversity Training Succeeds" and the "Top Ten Reasons Why They Fail." Other articles including checklists and best practices are also available for your review. My web page is diversitydtg.com. Please visit, we have received more than 3 million hits in the last 18 months.
There is a way, a process, and an approach that ensures you do your training and "roll out" your inclusive workplace strategy properly and effectively. You can do it right the first time and save money and pain and anguish at the same time. The pain of not correcting our field will be greater than the pain of change. Change, please. I welcome your comments, reactions, etc.
Please contact me: Diversity Training Group
Tel. 703.478.9191
Fax 703.709.00591
Mauricio Velasquez
President, Diversity Training Group
11654 Plaza America Drive, Suite 747
Reston, Virginia 20190
