Published on: July 8, 2025 at 3:57 pm
A key to effective diversity training is to inspire a shift in trainees’ mindset so that they’re willing to engage with the material and discuss it with fellow participants, then—crucially—apply what they’ve learned by putting into practice in the workplace.
Academy of Management Scholar Quinetta Roberson of Michigan State University said that she and colleagues have thought a lot about what they can do to create a new model for diversity training.
“We asked ourselves, ‘How can we do this in a way that people can actually use it?’ and so we thought about some individual or trainee personas so that participants experience what has happened in organizations and how to address those situations,” Roberson said. “You have somebody who is apprehensive and is thinking, ‘I don’t want to go through this; I don’t want to engage because I don’t want anybody yelling at me’—maybe they’re conflict-averse, and they just don’t want to be part of that sensitive conversation.
“At same time, you have trainees who are very zealous, somebody who thinks, ‘I know everything, and I could basically teach this training myself,’ and their motivation and learning is also stifled because they’re already thinking, ‘I got this’—they don’t necessarily feel like there’s anything for them to learn,” she said. “So we wanted to create this diversity-training model that’s applicable to everybody.
“Regardless of whether somebody is resistant or 100% gung-ho, how do you get that person engaged? How do you get them to into the proper mindset for the training and wanting to learn and engage and, most importantly, use it once they get back into the work environment?”
