Training Industry Magazine - Spring 2023 - 15

DIVERSITY AND
INCLUSION
DR. KRISTAL
WALKER, CPTM
DIVERSITY OR CULTURAL TRAINING? HOW A PLAY
ON WORDS COULD IMPACT TRAINING RESULTS
Diversity training has been around for
decades, but recent events have sparked
conversations around its efficacy. The
recent tragic death of Tyre Nichols
reminds us that we still have a great deal
of work to do in balancing the scale of
justice. Could it be that diversity training
is falling short of its intended impact
because the term " diversity " itself has
been overwhelmingly associated with
minority groups rather than an umbrella
term to truly describe our differences?
Could it be that non-diverse groups are
experiencing diversity training fatigue
and need something more relatable to
their personal experiences to fully buy
in? Could the lack of sustainable results
be attributed to something as simple as
how we name our training?
The answers to these questions might
spark an opportunity for learning
leaders to modify our approach to
training design, including the naming
conventions we use to draw in our
training audiences. Let's dive into the
shift from " diversity " to " cultural " training
and how this change could have a
dramatic impact on training results.
Traditional diversity training is often
treated as a " one-size-fits-all " solution,
with no personalized or tailored content
to address specific groups. This lack
of customization has led to many
participants feeling like their individual
struggles are ignored. This is true for
both minority and majority groups.
For minority groups, diversity training
often seems to be more focused
on reinforcing the need for change,
rather than creating a safe space to
cultivate great discussion and learning
from each other. Majority groups, on
the other hand, often report feeling
attacked. As such, diversity training
can cause people to become either
defensive or resistant, both major
obstacles to meaningful conversation.
Cultural training, on the other hand, can
be tailored to a specific organization's
needs, such as talking about the
company's culture and how different
employees
work together. Cultural
training seeks to go deeper than just
the surface level of diversity. It focuses
on creating an understanding of how
different cultures impact our workplace
and lives. This approach allows for a
more holistic view of differences. It
encourages active participation from all
participants, regardless of background.
Furthermore, this approach avoids placing
blame on any one group but instead
looks at the challenges from a collective
perspective. It also offers an opportunity to
discuss the importance of understanding
and respecting different cultures to have a
better work environment for all.
Refining training to focus more on cultural
competence rather than diversity might
help learning leaders deliver five unique
benefits for training constituents:
1. Encouraging open communication
and an exchange of ideas between
all participants, while respecting each
other's uniqueness.
2. Going beyond physical or skin color
differences and focusing on values,
beliefs and customs that make us
unique individuals.
A LACK OF
CUSTOMIZATION HAS
LED PARTICIPANTS
TO FEEL LIKE THEIR
INDIVIDUAL STRUGGLES
ARE IGNORED.
While the benefits might seem plentiful,
making the shift might require additional
work. For example, learning leaders may
need to redesign their training programs
to include more interactive activities
that promote cultural intelligence.
Additionally, they may need to develop
new resources, such as videos and
case studies, that depict a variety of
cultural perspectives. In the end, shifting
from diversity to cultural training might
help learning leaders create more
comprehensive programs that can lead
to better results in the workplace.
Dr. Kristal Walker, CPTM, is the vice
president of employee wellbeing at
Sweetwater. Kristal is also a facilitator
for Training Industry's Diversity and
Inclusion Master Class. Email Kristal.
3. Creating a safe environment for
participants to discuss their unique
experiences.
4. Encouraging and celebrating
diversity within an organization,
rather than just tolerating it.
5. Helping employees recognize potential
biases and enabling them to take
proactive steps to ensure that everyone
is heard and respected.
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Training Industry Magazine - Spring 2023

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