What common mistakes do people make when delivering diversity and inclusion training?

1 Mistake #1: Assuming one size fits all

Different groups and individuals have different experiences, needs, and preferences when it comes to diversity and inclusion. A training program that works well for one team or organization may not suit another. Moreover, diversity and inclusion are not static or fixed concepts, but dynamic and evolving ones. Therefore, it is important to tailor your training to your specific context, goals, and audience, and to update it regularly based on feedback and changes. You can do this by conducting a needs assessment, setting clear and measurable objectives, and using a variety of methods and materials that cater to different learning styles and levels.

2 Mistake #2: Focusing on compliance rather than culture

Many diversity and inclusion training programs are driven by legal or regulatory requirements, or by the fear of lawsuits or penalties. While compliance is important, it should not be the main or only motivation for diversity and inclusion training. If you focus on compliance, you may create a culture of fear, resentment, or indifference, rather than a culture of respect, engagement, and innovation. Instead, you should focus on the benefits and value of diversity and inclusion for your organization, such as improved performance, creativity, collaboration, and customer satisfaction. You should also highlight the positive role models and best practices in your organization, and celebrate the achievements and contributions of diverse employees.

3 Mistake #3: Lecturing rather than engaging

Diversity and inclusion training can be a sensitive and complex topic, and it may trigger strong emotions, reactions, or resistance from some participants. If you adopt a lecturing or preaching approach, you may alienate or offend your audience, or make them feel bored or defensive. Rather than telling them what to think or do, you should invite them to share their perspectives, experiences, and questions, and to listen and learn from each other. You should also use interactive and experiential activities, such as role plays, case studies, games, or simulations, that challenge their assumptions, stimulate their curiosity, and enhance their skills.

4 Mistake #4: Ignoring power dynamics and privilege

Diversity and inclusion training is not only about raising awareness and understanding of different identities, cultures, and backgrounds, but also about addressing the systemic and structural inequalities and biases that affect them. If you ignore the power dynamics and privilege that shape the opportunities and outcomes of diverse groups and individuals, you may fail to acknowledge the reality and impact of discrimination, oppression, or injustice. You may also miss the opportunity to empower and support those who are marginalized or underrepresented, and to hold accountable and educate those who are privileged or dominant. Therefore, you should incorporate a critical and intersectional lens into your training, and discuss the roles and responsibilities of allies, advocates, and accomplices.