Why Diversity Training Fails
Yes, diversity training fails.
In the midst of 2025, diversity training has been everywhere. Public sector organisations, corporations, and institutions routinely roll out EDI training (Equality, Diversity, and Inclusion training) in an attempt to build fairer workplaces - or so they say.
Despite the time and money invested, it often fails to achieve real change. In some cases, it even sparks diversity training backlash, meaning that these initiatives end up reinforcing the very biases they aim to dismantle.
So, why is diversity training ineffective so often?
Behind the polished mission statements and corporate commitments, EDI training often serves as a PR tool rather than a genuine effort to drive change. Many organisations prioritise optics over outcomes, rolling out diversity initiatives to signal progress rather than to challenge deep-rooted inequalities.
For instance, on Google’s Belonging webpage, there is a quote from Melonie Parker, Vice-President of Googler Engagement, in which she expresses:
“To build products that help billions of people reach their goals, we’re bringing together talented people from everywhere and empowering them to do their best work.”
However, Google faced multiple claims when information about EDI cuts and unsuccessful programmes came to light:
Image Description: The text reads “The Apprenticeships program, which included real-work job training for underrepresented backgrounds, followed other failed efforts to improve diversity. In 2021, for instance, Google said it shut down a long-running program aimed at entry-level engineers from underrepresented backgrounds after participants said it enforced “systemic pay inequities.” That same year, CNBC found the company’s separate program that worked with students from historically Black colleges, suffered extreme disorganization, racism and broken promises to students.
Google and Meta also made cuts to personnel who were in charge of recruiting underrepresented people, according to several sources and documentation.”
The result? A cycle of ineffective training, frustrated employees, and workplaces that remain just as exclusionary as before.
The problem with traditional diversity training effectiveness
Many organisations fail to measure diversity training effectiveness, assuming that attendance alone means success, when in reality, the real test is whether behaviours and workplace culture actually change.
Most EDI training programmes do not work because they’re designed to be a quick fix rather than a real investment in transformation.
Here’s why many diversity programmes fail:
1. It feels like a lecture, not a conversation
Nobody likes being told what to think. When diversity training fails, it’s often because many inclusion training sessions take a top-down approach, where employees are bombarded with information about unconscious bias, privilege, and discrimination without the space to discuss, question, or reflect.
Instead of sparking curiosity, these training sessions can make participants feel defensive or disengaged, particularly if they sense they are being blamed rather than encouraged to be part of a solution. This often leads to diversity training backlash, where employees reject the message entirely or feel resentful about being forced into the training, as seen in the example below:
Image Description: a Reddit post is titled “I absolutely despise employer mandated diversity, inclusion and equality classes.”. Below, the text reads “Having to attend mandatory diversity, inclusion and equality training in the workplace is absolutely awful. They always say some of the most cringiest sexist things about men, in general. They always talk about the past, as in before most of us were born and portray it as if it still happens today. Here's a hint, IT DOESN'T.
This needs to stop. It's sexism dressed up as something else. I don't care what some white men did hundreds of years ago. I am not and will never be responsible for their actions. Stop looking at young white men for retribution.”
2. The focus is on compliance, not culture change
Too often, EDI training is rolled out as a reaction to a scandal, lawsuit, or bad press. Organisations want to be seen doing the right thing, so they introduce mandatory training to protect themselves rather than to create a truly inclusive workplace, as explained by Strachan:
Image Description: the text reads “Then on May 25th we had the tragic death of George Floyd. The reaction to this incident was extraordinary and the speed at which it went viral was astonishing, fuelled by millions stuck at home and isolated, viewing the world through the letterbox slit of social and mainstream media. Now I am not going to discuss the subsequent BLM protests here. Rather, we are looking at how this impacted British businesses and employers. Now, there was a great deal of outcry in the U.K. as elsewhere and we saw many employers openly express their concern and many wanted to be seen to ‘do something’. So HR teams suddenly had CEOs and boards demanding that they implement initiatives like Unconscious Bias Training, convinced that they had serious systemic racist issues in their workplaces despite the ample evidence that this was very rare in the U.K. There were also demands to up the ante on EDI, and all this at a time when HR teams were massively stretched.”
The problem? People can sit through hours of training without changing a single behaviour. They complete the session, tick a box, and move on—without reflecting on how their workplace culture might need to shift. EDI training does not work when it’s seen as a legal obligation.
3. It’s a One-Size-Fits-All
A single training session on unconscious bias won’t solve structural inequalities. Diversity training that works acknowledges that every organisation, department, and even team has unique challenges. What works for a local authority may not work for a hospital. What a senior manager needs to learn may differ from what frontline staff require.
Training must be tailored, relevant, and continuous. A one-off PowerPoint presentation won’t transform an organisation’s culture—it takes ongoing conversation and commitment.
Why is mandatory EDI Training problematic?
Forcing employees to attend diversity training can backfire spectacularly. When training is compulsory, participants are more likely to resist the message. Instead of encouraging inclusivity, mandatory sessions can breed resentment, leading employees to feel that they are being accused rather than educated.
When employees feel forced into uncomfortable conversations without the right support, they tend to disengage or reject the message.
The most effective diversity training is voluntary, engaging, and interactive. When people feel that they are part of the conversation rather than being preached to, they are far more likely to reflect on their own biases and make meaningful changes.
EDI training that works
When done correctly, EDI isn’t just about compliance—it’s about making workplaces better for everyone. Research consistently shows that diverse and inclusive organisations perform better, with:
Higher employee satisfaction: when people feel included, they are more engaged and productive.
Lower staff turnover: inclusive workplaces retain talent, reducing costly recruitment cycles.
Better decision-making: diverse teams bring a wider range of perspectives, leading to stronger, more innovative solutions.
Stronger relationships with the community: for public sector organisations, inclusion means better services that reflect and support diverse populations.
You can read our article for a deep understanding of the reasons why EDI is a game-changer for companies.
How effective EDI can improve everyday life for marginalised communities
EDI can be transformative. It’s not always about grand gestures—sometimes, the smallest changes can make the biggest impact. For example:
Making public spaces more inclusive
Many public sector organisations serve diverse communities, but their services are often designed with a default user in mind, typically someone able-bodied, English-speaking, cis, heterosexual, and culturally mainstream.
EDI training that works helps staff consider who might be excluded and what small changes could make services more accessible. For example:
Local councils ensuring forms and information are available in multiple languages.
Sports facilities providing gender-neutral changing spaces to accommodate transgender and non-binary individuals.
Hospitals training staff on the specific needs of neurodivergent patients, such as allowing extra time for appointments or providing quiet waiting areas.
Below, you can see an extract of feedback that Vandu Languages, a language services provider based in Sussex, received from West Sussex County Council:
Image Description: A quote reads “These findings are based on what our social workers told the Inspectors and the evidence in our casework. The brilliant service provided by your interpreters makes a massive difference in our work with young people. Often, they add so much more value than straightforward interpreting: they help us understand the young person’s background, culture and experiences, explain complex concepts and processes, and they provide insight and advice using their knowledge and wisdom. They are highly skilled and have excellent relationship skills, enabling young people to trust them despite their traumatic experiences. I just wanted to share this positive feedback with you and thank you again for the beautiful Vandu team in the office and the interpreters who help us daily. We appreciate you all”.
Underneath the quote, there is a paragraph that reads “Besides interpreting, West Sussex County Council is one of our most frequent requesters for translation services in a wide range of languages. As a local authority, they understand the significance of offering optimal solutions to their citizens, irrespective of their cultural background or native language.”
Making customer service more culturally aware
Does EDI training work? It does when it empowers staff to communicate effectively with diverse communities.
For example, in healthcare, some patients may feel uncomfortable discussing symptoms with a male doctor due to cultural reasons. If frontline staff understand this, they can proactively offer alternatives, improving both patient trust and health outcomes.
In education, teachers trained in EDI awareness might notice when a student is being left out due to language barriers and take steps to ensure better inclusion.
Click this link if you want to learn more about our cultural competency training.
Improving workplace accessibility
A workplace designed for the “average” employee often excludes people with disabilities, neurodivergent individuals, and those from other marginalised backgrounds.
Many organisations implement one-off training sessions without considering the long-term impact, which is why diversity training fails to create truly inclusive workplaces. Diversity training effectiveness is evident when small adjustments make workplaces more inclusive:
Flexible working arrangements for neurodivergent staff who struggle with open-plan offices.
Pronoun awareness in emails and meetings, helping queer employees feel respected.
Fairer recruitment practices, such as anonymising CVs to reduce unconscious bias.
These aren’t huge, expensive changes, but they make a tangible difference, as proved by the testimonial below:
Image Description: a LinkedIn post by Arlo West reads “Five accommodations I ask for as an ADHD and autistic freelancer.
1. Clear communication with specifics: I thrive when instructions are clear and detailed. This allows me to focus on delivering excellent work rather than trying to read between the lines. I also provide this same clarity and detail to my clients.
2. Honest feedback and realistic deadlines: Constructive feedback helps me grow, and realistic deadlines ensure I deliver work to a high quality—not just quickly.
3. Written or visual examples: Sharing examples, like a design style or a Pinterest board, helps me better align with your vision and create something you’re proud of.
4. Written follow-ups: I write and share summaries after discussions to capture any details, and I ask my clients to add anything I might have missed. This ensures we're all on the same wavelength.
5. Respect for my working rhythms: My productivity can vary. Sometimes, I can design a website in four hours during hyperfocus; other times, I may need a few days. Respecting these rhythms supports a smooth and successful collaboration.
Diversity training that works
So, how do we move from ineffective diversity training to diversity training that works? Here’s the solution:
1. Leadership MUST be involved
Change won’t happen unless leadership is actively committed to EDI, not just signing off on training but embedding inclusion into business strategy. Senior managers must model inclusive behaviour, challenge biases, and ensure that training is followed up with real policy changes.
2. Training must be practical and ongoing
A one-off session won’t cut it. Does diversity training work? Only when it’s integrated into everyday business practices. Organisations should offer:
Regular, interactive training instead of passive lectures.
Workshops focused on real-life workplace issues rather than abstract concepts.
Opportunities for discussion and reflection, so employees feel involved rather than lectured.
3. EDI must be about progress, not perfection
People will make mistakes. The goal of EDI isn’t to create a workplace where everyone gets it right all the time—it’s to build a culture where people are willing to learn, improve, and adapt.
EDI training can help encourage a safe environment in organisations where employees feel comfortable having open discussions about race, sexuality, disability and diversity. Inclusion isn’t about shaming people for getting things wrong.
Diversity training can work if done right
Why does diversity training fail? Because too often, it’s forced, surface-level, and disconnected from real change. But when leadership takes it seriously, when it’s treated as an ongoing effort, and when it’s tied to business goals, EDI training can be powerful.
Instead of ticking a box, organisations need to see inclusion as an opportunity: to make workplaces fairer, services better, and businesses stronger. When approached with respect, curiosity, and a commitment to real change, EDI training doesn’t just work, it transforms.
How can I get involved in effective EDI training?
If your organisation is serious about moving beyond tick-box exercises and investing in EDI training that works, Vandu Training can help.
Our approach ensures that training is engaging and productive, reducing the risk of diversity training backlash and helping teams embrace inclusion in a meaningful way.
We offer affordable, high-quality EDI courses across the UK, both online and face-to-face, covering a range of topics tailored to the unique challenges of your sector.
We focus on diversity training effectiveness, ensuring that our courses lead to real improvements rather than just compliance. With proven results and ongoing support, our training helps organisations create real, lasting change.
Get in touch to find out how we can support your journey towards a more inclusive workplace.