Tag Archives: training

Diversity and Inclusion Programs Don’t Cause Divisiveness, They Respond to Divisions

When an organization commits to creating a more diverse workforce and inclusive environment, one common criticism is that doing so causes divisiveness and unnecessary friction. This criticism can be expressed directly or it can manifest as an undercurrent of unstated resistance. Similar resistance often shows up in response to conversations about race. It often stems…

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“Old School” Diversity Doesn’t Work; “New School” Diversity Does

If 2016 brought us anything, it’s the death of the status quo. If 2016 has taught us anything, it’s that those of us who have a progressive vision for the workplace — and humanity in general — must change our tactics. Evolutionary leaders committed to increasing diversity, equity and inclusiveness in American workplaces aren’t exempt….

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Reason #5 Why Your Diversity Initiative Is Doomed

Training is a frequent, and often necessary, component of any successful diversity and inclusiveness (D&I) initiative, and hiring an external firm to deliver workshops is often a wise business decision. However, it can easily be a waste of money and the precious time participants spend away from their offices if the partner you select is inadequate or…

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Reason #4 Why Your Diversity Initiative Is Doomed

You’ve determined that training is one of your key needs to move D&I (diversity and inclusiveness) forward in your organization and now is the time to start. You’ve identified a training partner who’s a professional with adult learning, training design and facilitation expertise. They are experts in D&I who possess first-hand management experience and a…

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Should White People Do Diversity Work?

As a multilingual, culturally and racially ambiguous woman who’s been doing some form of diversity work for almost 25 years, I occasionally find myself having awkward conversations with potential clients about my identity. These conversations involve questions like, “Are you diverse?” or “Wait, you’re White?” or statements like “Thank you, but we’re looking for a…

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Unconscious Bias Training Is Anti-Racism Training

Unconscious bias training is in. It’s neat; it incorporates lots of cool new science. It’s sexy; it incorporates lots of cool images and eye opening exercises. It’s trendy; all the cool kids are doing it. And it’s safe; no one talks about racism. That’s where the legitimate criticism comes in. As with other “in” diversity…

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6 Ways to Set Training Up for Success

I work almost exclusively with adults, but it wasn’t always that way. A challenge that often shows up in my work with adults is a species of self-criticism that I don’t see as much in children. There’s a weird expectation that somehow we adults are supposed to just know how to communicate effectively, navigate conflict,…

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Why Cultural Sensitivity Training Is Ineffective and Insensitive

Lately I’ve been getting inquiries about doing cultural sensitivity training. Such requests usually rub me the wrong way and prompt my curiosity. What’s underneath is usually benign and sometimes inspiring, but requires some education and exploration. “Cultural sensitivity” rubs the wrong way because it’s ineffective, and even insensitive.  There are three reasons.  First, it indirectly…

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3 Surprising Reasons Diversity Training Fails

One of the most common requests that companies like mine receive from organizations is to do training. When done right and well, training increases knowledge, builds awareness and teaches effective behaviors. When done wrong or poorly, training is a waste of money at best, and harmful at worst. To be effective and provide a high…

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5 Steps for a High-Nutrient, Lean D&I Training Program

Training is usually a staple in an organization’s diversity and inclusiveness diet. However, many fill their plates with generous servings of training that are nutrient-poor and high in empty calories. Ensure your organization feasts upon high-nutrient, lean training programs that provide an excellent return on investment by following these critical steps. Be results-oriented: be clear…

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