Workplace Diversity Training

Workplace diversity training has a mixed evidence base, and the reason is usually a mismatch between what it is bought to do and what training can do.

What it can change. Knowledge of the law and what the protected attributes are. Awareness of how a process can disadvantage a group without anyone intending it. Confidence to raise something. Consistency of language across a team.

What it cannot change on its own. Who gets hired, promoted, developed or paid. Those are decided by process, criteria and who is in the room, and a module does not touch any of them.

Used as the whole programme, training produces informed people and unchanged outcomes, which is where the disappointment comes from. Used alongside structured criteria and reviewed decisions, it supports the change rather than substituting for it.

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, equity and inclusion course and EEO training course.