Mandatory DEI Training: Why It Doesn’t Work
Diversity, Equity, and Inclusion (DEI) have become central themes in workplaces around the globe. Many clients come to me excited by the fact that they have secured budget and approval to run compulsory unconscious bias training or LGBTIQA+ inclusion training. However, despite good intentions, there are numerous inherent risks to this approach. In this blog, I’ll explore the reasons why mandatory DEI training doesn’t always deliver on its promise to create inclusive workplaces.
Lack of Genuine Engagement
One of the main reasons why mandatory DEI training fails to deliver meaningful results is the lack of genuine engagement from participants. When attendance is compulsory, individuals can view the training as a chore rather than an opportunity for growth and learning. As a result, they may simply go through the motions, ticking boxes to fulfil requirements without fully absorbing or internalising the content. When delivering online training I often joke about the number of people who have their camera’s off, or don’t join the breakout rooms – it is consistently more when the training is mandatory.
Resistance and Resentment
Mandatory training can also breed resentment and resistance among employees and yep, you can guarantee that those employees will bring that energy to the session! When individuals feel forced to participate in DEI sessions, they may perceive it as an infringement on their time or autonomy. This resistance can manifest itself in disengagement, scepticism, or even open hostility towards the training material and facilitators. In such an environment, genuine dialogue and reflection become challenging, if not impossible. Don’t get me wrong, resistance in the training sessions is encouraged as this is a great space for a skilled facilitator to address those concerns. But when people are completely closed off to learning anything and have intent to derail the conversation, everyone in the session suffers.
Tick-Box Mentality
Mandatory DEI training can also perpetuate a tick-box mentality, where organisations prioritise compliance and optics over genuine cultural change. Completing training sessions becomes an end, rather than a means to empower employees to notice barriers and take meaningful action. In such environments, the focus is on meeting minimum requirements which undermines the true purpose of DEI initiatives.
The Way Forward: Embracing Voluntary, Tailored Approaches
So, what’s the alternative? Instead of relying solely on mandatory DEI training, organisations should adopt voluntary, tailored approaches that encourage genuine engagement and participation. By offering a variety of learning opportunities, such as workshops, discussion groups, and resource materials, organisations can empower employees to take ownership of their learning journey and ultimately of what role they play in diversity and inclusion initiatives. If we train and empower those who are interested and open to learning, they can shift the prevailing culture to make inclusive practices the norm not the exception.
Moreover, DEI initiatives should be integrated into all aspects of organisational culture, from recruitment and promotion practices to performance evaluations and leadership development. This requires a concerted effort to identify and address systemic barriers, foster inclusive leadership, and promote accountability at all levels.
The effectiveness of DEI efforts cannot be measured solely by the number of training sessions attended or checkboxes ticked. True progress lies in creating environments where diversity is celebrated, equity is upheld, and inclusion is woven into the fabric of organisational culture.
Mandatory DEI training sends a message to employees that this is not a conversation, it is an order.
Whereas, providing opportunities for people to learn encourages conversation and engagement.
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