Diversity Management Training

Diversity management training works best when it is scoped to what a manager actually decides, rather than to the subject as a whole.

Four decisions carry almost all of it.

Who gets the visible work. Client-facing projects, presentations to senior people, acting in a role. Two years of this becomes the reason someone is promotable.

Who gets development. Training, secondments, conferences. Track it over three years rather than one round.

How flexible requests are handled. There is a process, a timeframe and a written response requirement.

How performance is assessed. Against written criteria and evidence, or against an impression formed months ago.

A manager who handles those four consistently changes outcomes in their team. One who attends awareness training and changes none of them does not.

The Australian Human Rights Commission covers discrimination obligations. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s diversity and flexibility course and performance review software.