DEI Training Is Failing Employees. Here’s a Better Way to Do It.


The article discusses the controversial topic of diversity, equity, and inclusion (DEI) training in the workplace. It highlights the growing skepticism and criticism surrounding these programs, with some arguing that they are ineffective and even counterproductive. The author presents different perspectives on the issue and provides insights that HR leaders should consider.

Key Takeaways for HR Leaders:

1. DEI training is facing increasing skepticism: Many companies have invested significant resources in DEI training, but there is a growing belief that these programs are not delivering the desired results. Critics argue that they often focus on raising awareness and promoting a “check-the-box” mentality rather than driving real change.

2. The effectiveness of DEI training is questioned: Studies have shown mixed results when it comes to the impact of DEI training on workplace diversity and inclusion. Some research suggests that these programs can lead to increased bias and resentment, while others argue that they are essential for creating a more inclusive culture.

3. The importance of a holistic approach: HR leaders should consider integrating DEI initiatives into the overall company culture rather than relying solely on training programs. This includes implementing inclusive hiring practices, promoting diverse leadership, and fostering an environment where all employees feel valued and included.

4. Tailoring DEI training to specific needs: One-size-fits-all DEI training may not be effective for every organization. HR leaders should assess their company’s unique challenges and develop training programs that address those specific issues. This could involve partnering with external experts or conducting internal research to better understand the organization’s diversity and inclusion gaps.

5. Measuring the impact of DEI initiatives: To ensure that DEI efforts are making a difference, HR leaders should establish clear metrics and regularly evaluate the outcomes of their programs. This could involve tracking employee engagement, retention rates, promotion rates, and diversity metrics over time.

6. Encouraging open dialogue and feedback: HR leaders should create a safe space for employees to share their experiences, concerns, and suggestions regarding diversity and inclusion. This can help identify areas for improvement and foster a culture of continuous learning and growth.

In conclusion, HR leaders should critically evaluate their DEI training programs and consider a more holistic approach to diversity and inclusion. By tailoring initiatives to the specific needs of their organization and measuring the impact of their efforts, HR leaders can create a more inclusive and equitable workplace.