Yes, I've considered that. And it's great to be able to be open about it and talk. If you are unaware of a subject, it's much more difficult to speak about it.
I think a lot of the problems with diversity training, and reasons it may not work - are that it's not actually bought into by those participating - and by bought into, I don't mean believing everything you hear - I mean participating, active listening, asking questions, being open to the idea that one is wrong, and that you can improve and help make your workplace one which feels good to be part of.
It took me 20 years in my career, and most of the bad workplaces I had were a result of careless / unempathetic leadership. Once I actually had that, and saw that they were better at running a business than those without deep empathy and thoughtful reflection, I am not going back.
I'll never work for someone who isn't at least open to the ideas of transparency, open communication, and psychological safety, while at the same time, driving a business forward - these are not contradictions.
Last: The training can't make the workplace better - the people must. If they are unwilling to listen, or behave differently based on signals they are now trained on, or at least know why they are continuing their current behavior (an option) - it won't work, these things fall apart when there isn't widespread participation.
Diversity training and leadership environments seem like 2 separate discussions. Many types of leaders will do diversity training for their organization for various reasons. I too prefer leaders of organizations who have the values you are espousing.
Based on the article I do wonder if the approach of the training can make people more or less willing to create an inclusive environment. The way you approach someone to do something is definitely a factor in whether they will do it. If training approaches like these are making folks more likely to be biased, I think that is cause for introspection.
I agree the approach had a huge impact - I wouldn’t argue against that as I’ve had diversity trainings that were better than others - this isn’t some finalized and well understood science so that is expected. We should always be trying to improve.
I think a lot of the problems with diversity training, and reasons it may not work - are that it's not actually bought into by those participating - and by bought into, I don't mean believing everything you hear - I mean participating, active listening, asking questions, being open to the idea that one is wrong, and that you can improve and help make your workplace one which feels good to be part of.
It took me 20 years in my career, and most of the bad workplaces I had were a result of careless / unempathetic leadership. Once I actually had that, and saw that they were better at running a business than those without deep empathy and thoughtful reflection, I am not going back.
I'll never work for someone who isn't at least open to the ideas of transparency, open communication, and psychological safety, while at the same time, driving a business forward - these are not contradictions.
Last: The training can't make the workplace better - the people must. If they are unwilling to listen, or behave differently based on signals they are now trained on, or at least know why they are continuing their current behavior (an option) - it won't work, these things fall apart when there isn't widespread participation.