Diversity and Inclusion Training and Education

Civil Rights Act 1964: Early D&I training programs were designed to provide equal opportunities for marginalized groups and increase diversity in the workplace. Initially, training programs focused on compliance with legal requirements and ensuring that companies were not discriminating against certain groups .

 Efforts to improve D&I within organizations was highly focused on identification of cultural differences or differences based upon group affiliations. These efforts have been widely criticized as an additional form of stereotyping.  

D&I in the 90s trended toward creating an environment of inclusivity. Organizations and team members were taught to focus on creating a welcoming environment for people with identifiable differences. 

 D&I training in the 2000’s has been focused on creating organizations that are not only aware and inclusive of individual differences but also appreciative of the value diversity brings to an organization. D&I training programs have shifted towards promoting the business case for diversity and inclusion. 

 D&I training has evolved to become more comprehensive and inclusive. D&I training now encompasses a wide range of topics, including unconscious bias, cultural competence, disability inclusion, LGBTQ+ inclusion, and gender equity. 

After nearly 60 years and billions of dollars annually, society's approach to D&I has yet to deliver on it's potential for creating inclusive and welcoming environments for everyone. Our approach is much more logical. Create a welcoming and connected organization by focusing and highlighting our similarities rather than our differences.