What Makes DEI Training Effective?
As we launch ALLY LAB, we want to make sure that the allyship training we offer is truly effective. As Diversity, Equity, and Inclusion (DEI) training in general has become commonplace in businesses and academia, there is a growing body of research about what works and what doesn’t.
We conducted a research review to get a better understanding of some of the critical factors that produce effective training programs. While the research is mixed in terms of findings, scope, and quality, there are some emerging themes. Collectively, these themes form a good foundation for an evidence-based approach to DEI training.
1. Duration Drives Impact
A number of studies we reviewed concluded that long-term programs outperform one-off efforts. It may be that longer-term initiatives signal a greater commitment to DEI than isolated efforts, or it may be that they provide more opportunities to learn and practice pro-DEI behaviors. A meta-analysis of 260 studies on DEI training concludes:
“We found a strong and significant relationship between the length of diversity training and effect sizes suggesting that diversity training programs that are longer tend to be more effective.”
2. Integrated Programs Yield Greater Effects
Most DEI professionals will attest that DEI training alone isn’t sufficient to produce diverse and inclusive workplaces. So it’s not surprising that research shows that DEI training programs that are integrated into broader DEI strategies yield stronger impacts for the participants. The meta-analysis reports:
“Studies that utilized an integrated approach had larger effect sizes for attitudinal/affective… and behavioral learning… than studies that utilized a standalone approach…; these differences were significant.”
3. Many Training Methods Are Better Than One
Somewhat surprisingly, the research review showed that the method of training (e.g. in-person workshop, online course, hybrid sessions) made no significant difference in the impact of the training. However, the research does show that offering multiple modes of training increases impact. It may be that multiple modalities accommodate different learning styles and preferences, or it may simply better fit people’s busy work schedules. Whatever the underlying reason, it seems that when it comes to the types of training offered, more options mean bigger impact.
4. Practical Skills Training Works
While many DEI training sessions are focused on building cognitive knowledge and facilitating conversations, most fall short when it comes to integrating practical skills training. As the workforce becomes more aware of DEI concepts and the nuances of building and sustaining diverse workplaces, programs need to integrate practical skills training into these sessions to move people beyond conversations and into action.
5. Focus on Behaviors Not Values
Several studies we reviewed touched on the propensity of people in dominant groups to become defensive when addressing discrimination and inequities. This is problematic, because it precludes some of the people who most need to embrace the content of DEI training become resistant to it. A 2001 paper by Bettina Brown of The Ohio State University recommends:
“Diversity training programs should help each participant treat others as those others wish to be treated. Rather than trying to change values, diversity programs should help people look at specific behaviors that cause pain or problems and find ways to avoid them.”
Download the Report
Those are some of the key findings from the research, but there are other important findings outlined in the full report, along with implications for DEI professionals. You can download a free copy of the report, by visiting ALLY LAB.
