by Kellye Whitney
Originally published: May 17, 2017
Training alone is rarely enough. Not when the subject matter is complex, controversial or comes packaged with a load of historically negative baggage, which diversity and inclusion does.
For diversity and inclusion training to stick, it needs support, reinforcement and a firm foundation in a broader talent management strategy that includes culture, leadership and learning and development. Without the right kind of culture in place — where employees embrace difference, senior leaders model inclusive behaviors and value the innovation and market accessibility that diversity can provide, and promote diverse thinking and risk-taking so people don’t have to hide their mistakes — diversity and inclusion training will not work.