Summary: Diversity training has been a cornerstone of organizational development in recent years, aiming to foster inclusive workplace cultures. However, a growing number of companies are now questioning or even discontinuing their diversity training programs. Here are the reasons behind this trend.
Dear Dr. Sylvia,
My frustration is about cutting our diversity program for this year.
I thought it was helpful and insightful.
My boss said that with all the divisiveness in our culture and the fear of violence, the senior team decided to “play it safe.”
For this reason, I want to spearhead a new way of discussing diversity at work.
Suggestions please.
Signed,
Change Agent
Opening the locked closets where truth resides is risky and liberating.
Dear Change Agent,
Your question brought back a memory from long ago.
A company I worked in had a diversity group come to help us “work better together.”
We did an off-site for two days. It was a disaster.
There were signs in the four corners of the room that said; I want to know more; I know enough; our company is good the way it is; we need to make significant changes.
You chose where to stand; this would be your “team” for the rest of the time.
Then, there were lots of questions to answer. I will not go into the details here. I want to say that dividing us led to what everyone felt was a waste of time.
We ended the retreat still either “for” or “against.”
While we spent lots of money and time, no new ways of working together evolved.
Accordingly, I also think you should go to your boss with a suggestion for another way to face the diversity issue and get positive results.
Firstly, here is the “why” of sidelining the programs.
There is a Backlash Against Mandatory Diversity Programs
One prominent reason for the skepticism towards diversity training is the backlash against mandatory programs.
Research suggests that when diversity training is perceived as forced or obligatory, it may lead to resistance and counterproductive outcomes.
Companies are exploring alternative, voluntary approaches to foster a more inclusive atmosphere without generating negative sentiments.
Effectiveness is questioned.
Some organizations are questioning the actual impact of diversity training programs. Research findings indicate that traditional diversity training methods may not yield the desired results.
Hence, companies are reevaluating their training approaches, seeking evidence-based strategies that produce tangible workplace improvements in diversity and equity.
Fear of Backlash and Resistance is Potent
Consequently, there’s a fear among some organizations that implementing diversity training may provoke backlash and resistance from employees who perceive it as favoritism or reverse discrimination.
Research highlights the importance of addressing these concerns through clear communication and fostering an inclusive environment that embraces diverse perspectives without fostering resentment.
We Need Tailored, Context-Specific Training
Generic diversity training modules may not address the specific challenges within each organization. Research indicates that tailoring diversity training to the unique context of a company can enhance its relevance and effectiveness.
For this reason, companies are reconsidering one-size-fits-all approaches in favor of more customized programs that resonate with their workforce.
The focus is now on Inclusive Organizational Policies.
Some companies are shifting their focus from standalone diversity training programs to embedding inclusivity into their organizational policies and practices. Research supports the idea that creating a culture of diversity and inclusion requires comprehensive, ongoing effort beyond periodic training sessions.
Navigating Political Sensitivities Requires Extreme Skill
Political sensitivities around diversity training, particularly in polarized environments, have prompted some companies to reconsider their approach. Research indicates that addressing diverse perspectives and creating a safe space for dialogue is crucial.
For this reason, companies are exploring strategies that promote understanding and unity rather than contributing to divisive narratives.
The Power of Stories
Here are some thoughts about the power of storytelling to help create a favorable work situation:
“Stories are the single most powerful weapon in a leader’s arsenal.”
Howard Gardner, Harvard University
While diversity programs that give a broad overview of gender, race, and cultural differences have been a starting point, they have not led to long-term change.
We need a roadmap that includes a mindset change for both individual input and team collaboration,
Indeed, it is essential to go upriver to find the multiple sources of the toxins that cause class action and hostile work environment lawsuits.
Political correctness is still the workplace norm
The “game” in most workplaces is for safety and conformity.
The power of story, yours and mine, and how our stories are used effectively create organizational environments of trust, creativity, and productivity.
I have helped develop programs, including data, in my many years of coaching. Yet, they go beyond this to imbed the human connection.
There is a balance point between the indulgence of “too much information” and the denial of “no big deal.”
In addition, details in my book “UNIQUE: How Story Sparks Diversity, Inclusion, and Engagement” point past the “why” to the “how” of adding personal stories into the workplace
In conclusion, While diversity training has been a pivotal tool for fostering inclusive workplaces, the controversies surrounding its implementation cannot be ignored. Organizations are navigating a delicate balance between promoting diversity and avoiding unintended consequences.
By staying informed, embracing tailored approaches, and fostering inclusivity beyond training sessions, companies can work towards building genuinely diverse and equitable workplaces that stand the test of time.
In short, the more diversity training and storytelling are linked, the more connected people can feel. Then we stop looking at “the other” as an enemy or, at least, someone not to be trusted.
Perhaps films and articles can help with the emotional aspect of understanding how each of us fits into the human landscape.
To your success,
