Generic Diversity Training

Generic diversity training refers to standardized, one-size-fits-all programmes that are not tailored to the specific needs, culture, or challenges of a particular organization or workforce. This type of training often focus on broad concepts, such as unconscious bias or general guidelines for workplace behaviour, without addressing the unique circumstances, dynamics, or systemic issues within an individual company.

Characteristics of Generic Training

Standardized Content

The training covers general principles like anti-discrimination laws, definitions of diversity and inclusion, and the importance of fairness. It lacks depth or nuance and doesn’t relate these ideas to the specific context of the organization or its industry.

Focus on Individual Bias

Generic training often focuses heavily on unconscious bias awareness, aiming to make employees recognize and correct their personal biases. However, this approach neglects the structural and systemic factors (like company policies, recruitment processes, or power dynamics) that perpetuate inequality in the workplace.

Limited Engagement with Organizational Culture

These programmes typically don't engage with the unique culture, challenges, or history of a particular organization. This limits their ability to address how specific workplace norms, power structures, or processes might contribute to exclusion or inequity.

One-Time, Standalone Sessions

Generic DEI training is often delivered as a one-off event or a short-term intervention (e.g., a two-hour workshop or online module). It doesn’t include ongoing education, follow-up sessions, or continuous learning opportunities to reinforce the concepts over time.

Lack of Practical Application

These programmes may present abstract ideas without offering practical tools for how employees can apply the lessons in their day-to-day work. Employees leave the training unsure of how to translate what they’ve learned into actionable steps for creating an inclusive workplace.

Mandatory Participation

Generic DEI training is often mandatory for all employees, which can result in disengagement or resistance. People may go through the motions to check a box without fully absorbing or applying the material.

No Customization for Specific Challenges

The training doesn’t address the specific diversity issues that might be present in certain departments or within certain demographic groups in the company. For instance, a tech company might need to address issues related to gender diversity, while a global company might need to focus on cross-cultural collaboration. Generic training rarely dives into these specific areas of concern.

Why Generic Training Falls Short

It Misses the Mark: Because it doesn’t account for the unique challenges and culture of a specific workplace, it often fails to resonate with employees or address the root causes of exclusion or discrimination within that particular environment.

No Structural Focus: By focusing primarily on individual biases rather than organizational systems and policies, it overlooks the changes needed at the structural level, which are often more impactful in driving real diversity and inclusion.

Limited Impact on Behaviour: Without follow-up, accountability, or context-specific guidance, employees may not retain or act upon the lessons from the training, leading to little to no change in behaviour or workplace culture.

Alternative: Tailored or Custom Training

In contrast to generic training, effective DEI training should be tailored to an organization’s specific needs, challenges, and goals.

Customization to Workplace Culture: Adapting the content to address the unique characteristics of the company’s workforce, industry, and culture.

Focus on Structural Change: Emphasizing not just individual biases but also systemic issues such as hiring practices, promotional pathways, and leadership structures.

Engagement with Real-Life Scenarios: Providing practical examples and tools that employees can use to foster inclusion in their daily work.

Continuous Learning and Accountability: Offering ongoing training and follow-up sessions to reinforce key concepts, along with mechanisms to hold employees accountable for applying what they’ve learned.

By moving away from generic training towards more targeted, sustained initiatives, companies are more likely to see real, lasting changes in their diversity and inclusion efforts.