There has been a huge cultural shift in how workplaces function. Organizations across industries are now trying to nurture wholesome environments where people from various backgrounds feel included and heard. Diversity, equity, and inclusion (DEI) training programs are integral to business growth, especially since COVID-19 led to companies hiring global talent.

What Is Diversity, Equity And Inclusion Training?

DEI training aims to create equitable and inclusive workplaces by addressing biases. Values like understanding and promoting diverse perspectives are crucial. The focus is on building awareness of unconscious biases, developing cultural competence, and implementing strategies to ensure equal access and opportunity for all employees, regardless of their background or identity.

Benefits Of DEI Training

DEI training can change the way that an organization functions from inside out. It promotes the agility of your team and helps them work in tandem. A DEI trainer consultant, Verna Myers, thinks that "diversity is being invited to the party; inclusion is being asked to dance."

Let's take a look at the benefits of implementing programs that are geared toward diversity, equity and inclusion training:

Promotes Team Collaboration

Companies with diverse teams are 70% more likely to capture new markets than those without diversity. DEI training helps team members appreciate diverse perspectives and make more space for new ideas. As a result, you get an inclusive environment where innovative ideas flourish and collaboration is not compromised.

Improves Employee Engagement And Retention

DEI training builds a sense of belonging by addressing unconscious biases and ensuring all employees feel valued and respected. It dramatically reduces employee turnover. Based on statistics, companies where employees feel included have 35% higher talent retention rates.

Boosts Organizational Performance and Profitability

A McKinsey study found that companies in the top quartile for gender diversity on executive teams were 25% more likely to experience above-average profitability. DEI training equips teams to leverage diversity effectively, translating into better decision-making and enhanced financial outcomes.

History Of DEI Training (1980s - 2000s)

DEI training is not a new concept. It is an evolving effort, a testament to the changing times.

1980s

In the 1980s, organizations scaled training efforts when social movements were on the rise. In fact, many companies began implementing diversity and sensitivity training in response to growing public awareness of discrimination, civil rights, and gender equality.

This era marked a pivotal shift as organizations recognized the importance of addressing workplace diversity, equity, and inclusion. As the workforce became more diverse, companies sought to foster an environment where all employees felt valued and respected.

Training programs during this period often focused on raising awareness of issues such as racial discrimination, gender bias, and sexual harassment. These early efforts were often reactive, addressing legal and social pressures rather than proactively building inclusive cultures. While they laid the groundwork, the impact was often limited by the short-term nature of the programs and the lack of a comprehensive, long-term DEI strategy.

1990s

In the 1990s, organizations started to realize the business value of diversity. Verna Myers, a well-known DEI expert, argues that during this time, companies began to view diversity not just as a social or legal issue but as a strategic advantage. Leading organizations like Coca-Cola and Johnson & Johnson launched large-scale diversity programs that promoted diverse talent in leadership positions.

However, Myers points out that even though diversity was being embraced at a strategic level, inclusion still wasn't being fully addressed. Many initiatives focused mainly on racial diversity and missed other dimensions such as gender, disability, and LGBTQ+ issues.

2000s

The 2000s and early 2010s shifted from diversity training to more holistic inclusion training. Companies recognized that simply hiring diverse talent wasn't enough and that they needed to create environments where all employees felt welcomed and valued.

Experts like Cindy Pace, who worked on diversity initiatives at MetLife, argue that the focus of training in this period began to broaden beyond diversity to address unconscious bias, microaggressions, and workplace culture. Pace notes that while inclusion training gained traction, organizations still struggled to integrate these practices into their broader business strategies, often leading to piecemeal efforts.

2020s

The George Floyd protests and the broader reckoning with racial injustice in the U.S. catalyzed a new era for DEI initiatives. Dr. Alice H. Eagly, a renowned psychologist and expert in gender and leadership, emphasizes that DEI's current focus is on equity. Eagly believes that DEI programs are shifting towards understanding and addressing systemic inequalities affecting marginalized groups.

Furthermore, many organizations are now focusing on intersectionality, recognizing that employees may experience overlapping challenges based on their race, gender, sexual orientation, and socioeconomic status. As Kimberlé Crenshaw, a scholar and creator of the term "intersectionality," points out, DEI initiatives must understand the nuanced experiences of individuals and implement practices to address these complexities.

Today, DEI training has become a strategic priority for many organizations, focusing on long-term cultural change, leadership commitment, and measurable outcomes. It plays a positive role in shaping workplace culture where all employees feel valued and respected. More importantly, DEI training programs address critical aspects such as unconscious biases, cultural awareness, and the structural inequalities that exist within many organizations.

At the same time, it has become tricky to execute DEI training considering the recent criticism and backlash.

Why Is There A Backlash Against DEI Training?

In recent years, DEI initiatives have faced growing criticism and backlash. Understanding these challenges can help organizations refine their approaches and address concerns effectively.

Obscure Goals

A lack of clarity about the objectives of DEI training can undermine its credibility. Employees struggle to see how training connects to their roles or the organization’s broader mission.

Organizations should focus on creating tailored training courses depending on the goals. Whether it is onboarding, compliance, or leadership, each training module should be customized accordingly.

Likewise, set clear KPIs. With measurable goals, you can track employee satisfaction scores or increased representation of diversity in leadership roles.

Perceived Lack of Effectiveness

Critics argue that many DEI training programs fail to produce tangible results. Studies suggest that:

• One-off workshops may not lead to long-term behavior change
• Some programs may inadvertently reinforce stereotypes instead of breaking them

Instead, focus on evidence-based, continuous training programs that prioritize measurable outcomes and long-term cultural shifts.

Resistance To Mandated Participation

Employees often view mandatory DEI training as performative or coercive, leading to resistance or disengagement. A 2023 Wall Street Journal article highlighted concerns that mandatory sessions can feel punitive, alienating participants.

Some believe these trainings unfairly target specific groups or individuals as perpetrators of bias.

It might be more useful to frame DEI training as a shared opportunity for growth rather than a corrective measure. Voluntary participation and inclusive messaging can foster genuine engagement.

Political Polarization

DEI training has become a contentious topic, especially in politically charged environments. Critics argue that some programs push ideological agendas rather than fostering inclusivity. In fact, legislation in certain U.S. states has restricted or banned DEI initiatives, citing concerns over divisive rhetoric.

Keeping DEI training apolitical has become essential to tailoring programs that support workplace inclusivity with sensitivity.

Focus On Individual Bias Over Structural Issues

Some backlash stems from the perception that DEI training focuses too heavily on individual biases rather than addressing systemic inequalities. Employees may feel unfairly blamed for broader societal issues.

Initiate a balanced discussion of personal biases with actionable strategies for addressing structural barriers within the organization.

What have we learned from this resistance?

It is not possible to stick to the old methods anymore. What used to work has become more harmful than useful. Creating learning programs that support inclusive behaviors is integral to organizational growth.

Executing DEI Training in 2025

DEI training has evolved significantly, particularly as organizations strive for more inclusive workplaces. In 2025, successful DEI training requires a thoughtful blend of innovative strategies, technology, and a commitment to fostering meaningful change.

Here are some best practices to incorporate in your DEI programs moving forward:

Satisfy The Globalization

The fact that many companies are now hiring remote employees calls for training programs that are accessible through online platforms. Companies have the option to deliver online diversity equity and inclusion training or even create an online library of custom training courses.

Start Utilizing AI-Powered Training

Artificial intelligence enhances learning experiences. With intuitive learning paths, you can provide DEI training courses that are suitable for individuals or groups. As a result, employees feel motivated to engage and respond to the learning material. Moreover, AI-enhanced learning courses are more accessible to users and can be tailored to people with diverse learning requirements.

Time For AR/VR

Augmented Reality (AR) and Virtual Reality (VR) have the power to enhance DEI programs by creating immersive learning environments where participants experience different perspectives. They lead to greater awareness and positive behavioral change.

According to the World Economic Forum, VR helps learners "walk in someone else’s shoes," increasing empathy and understanding of diversity issues. This hands-on approach allows individuals to confront biases in a controlled, judgment-free space.

Engaging Multimedia And Gamification

Modern DEI training uses creative approaches to boost participation. For instance, points and rewards motivate employees to complete training while cultivating a deeper understanding. You can make a gamified DEI course to promote inclusive values.

The future of DEI training

DEI training in 2025 is about creating lasting cultural change, not just checking boxes. Companies that invest in meaningful, adaptable, and employee-centered training will make inclusive workplaces drive innovation and build a brand reputation that resonates with diverse audiences.

Make A Custom DEI Training Course

In 2025, executing DEI training means going beyond surface-level solutions. It’s about creating lasting change by fostering understanding, addressing structural inequalities, and ensuring equal access and opportunities for all. Organizations can build an inclusive workplace that empowers every employee to thrive by adopting innovative practices and measuring progress.

Ready to transform your workplace? Create a completely customized DEI training course with Creative Frontiers

Read More: Explainer Videos - Definition, Benefits and Trends