According to sociologists Frank Dobbin and Alexandra Kalev, diversity training often fails to produce lasting effects. People might learn the “correct” responses to questions about bias temporarily, but these effects rarely last beyond a few days. In some cases, mandatory training can even activate bias or spark a backlash, as people resist being coerced into changing their attitudes.^[3]

They suggest there are more effective approaches than mandatory training workshops:^[4]

• Positive Engagement: More effective approaches involve engaging managers in diversity efforts voluntarily. When managers participate willingly, such as through college recruitment programs targeting minorities or mentoring initiatives, they are more likely to become invested in the success of these efforts and see themselves as champions of diversity.

• Social Accountability and Contact: Promoting social accountability and increasing intergroup contact are other effective strategies. Programs that require managers to explain their decisions or that create opportunities for different groups to work together on equal footing can reduce bias. For example, self-managed teams and cross-training can increase contact among diverse groups and lead to more equitable hiring and promotion practices.

• Long-term and Integrated Efforts: Sustainable change requires ongoing and integrated efforts rather than one-time training sessions. Companies that implement continuous engagement strategies, such as mentoring and diversity task forces, see more substantial and lasting improvements in diversity.