This is not a revolutionary revelation. The article was based on one diversity class. I don’t know where or when he took diversity training, but it sounds like it was an old model of “good people, bad people.’
He says the training polarized people, and the organization had no more lawsuits after they had communication training instead, but I didn’t see any evidence linking the two. I’ve never seen lawsuits stop on the basis of one training.
The idea that training alone doesn’t work is not a new one. I wrote an article several years ago, “Are You Wasting Your Money on Diversity Training-http://www.businessandlaw.com/articles/human_resources/diversity_training_and_foundation_building
Diversity and inclusion training works as part of an overall business strategy for creating an inclusive environment where employees love to do their best work. It also has to be well done and linked to the mission so people know why they are in the room, and how they can contribute to their own success.
Recognizing differences of any kind doesn’t create problems by itself if the organization leverages it’s people. Not recognizing differences and pretending everyone is exactly the same is boring, and creates tension.
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Organizations that recognize differences, and are willing to look “beyond the obvious,” to discover and leverage untapped diversity of skills, experience and talent are the most innovative. They don’t just rely on the same people, processes, and ideas.
Simma LIeberman
“The Inclusionist”
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