Building a Diverse Training Curriculum

In 2016, as I was just finding my footing as a #diversity, #equity, and #inclusion practitioner, I read an article titled, "Why Diversity Programs Fail" and learned that DEI work was not as straightforward as I had thought. From hundreds of interviews and 30 years of data from more than 800 US companies, sociologists Frank Dobbin and Alexandra Kalev found that the usual DEI interventions—mandatory diversity training, job tests, and grievance procedures—tended to REDUCE the representation of women, Black, Latine, and Asian managers. They detailed the unintended consequences of companies that deploy these intiatives: resentment and backlash, double standards, retaliation and more. There are many DEI initiatives and programs that work. Dobbin and Kalev found that programs that drive intergroup contact and draw on people's desire to look good meaningfully increase representation. Other research has found that standardizing hiring processes reduces hiring discrimination, developing competency criteria mitigates bias on promotions outcomes and feedback, designing the workday so people spend more time with others different from them lowers prejudice and increases belonging, and so on. But the $9.4-billion dollar DEI industry didn't get as big as it did by focusing on these evidence-based practices. Change management takes time, money, and coordination, and employers are often leery to take this approach unless forced. Instead, companies opt for one-off initiatives that they can breadcrumb their way toward the bare minimum—interventions that, unfortunately, tend to be either wholly ineffective or activate hostility and resentment that turn the clock back. As a solo practitioner in the late 2010s who was offering precisely the one-time trainings and workshops that were in-demand, this was all overwhelming to me. I knew that in my heart this work was important, but I also wanted my tactics to be effective. If I wasn't actually reducing discrimination, increasing retention, supporting thriving, then I wasn't doing my job properly. If the impact lay in adjacent work—coaching leaders to understand the role they had to play, working alongside HR teams to design standardized processes to mitigate bias, supporting employee resource groups to set better boundaries, designing impact measurement and infrastructure to support long-term behavior change, and so on—then I had to go in those directions. DEI is far from dead, but we can't pretend that the performative pre-backlash status quo was the best we had to offer. As I spoke to Vox in a recent article, this is our moment to double down on our impact, not just good intentions. We can't just aspire to design workplaces that are fair, accessible, inclusive, and representative for all; we have to actually demonstrate success, measurably and tangibly. Anti-DEI activists peddle fear. We beat them with hope—and the proof that we're building a better world for everyone than they could imagine.

Designing learning that works for every mind. In preparation for our session at World of Learning in October, Emma Hutchins and I are asking neurodivergent learners to share the 'one thing' above all others that would improve their digital learning experience. Thanks so much to everyone who engaged with and contributed to our last LI post. The list below is what we have so far. But are we missing anything? We'd love to hear from you in the comments if your 'one thing' doesn't appear on our list. Content design and structure - Provide clear and consistent instructions throughout all learning materials. - Ensure a clear and logical content structure so information fits neatly into well-defined categories. - Avoid poor colour contrast and other design issues that contribute to sensory overload. - Avoid locked navigation controls (like 'Continue' buttons) unless it is obvious what needs to be completed to progress. Control over media and sensory input - If possible, avoid linking to external video sites (such as YouTube) unless the learner’s return path is clear and accessible. - Do not include moving or animated content unless learners can pause or stop it. - Allow learners to change the speed of video content (both slower and faster) to suit their processing needs. - Always provide transcripts for video and audio to offer choice in how content is accessed. - Give learners control over narration and audio - allow them to start, stop, or bypass it entirely. - Keep multimedia experiences manageable to avoid overstimulation from multi-sensory overload. Assessment and feedback design - Write unambiguous questions and instructions and test them for clarity. - Provide clear, direct feedback for knowledge checks - explicitly state the correct answer and explain why it is correct. - Avoid double negatives in both questions and feedback, as they slow comprehension and retention. #WOL25 #Neurodiversity #Inclusion #Accessibility  (Five outlined human profiles, each with different colourful brain representations, including connected nodes, flowers, gears, puzzle pieces, and hearts, symbolising diverse thinking styles.)

„Companies spend millions on antibias training each year in hopes of creating more-inclusive—and thereby innovative and effective—workforces. Studies show that well-managed diverse groups perform better and are more committed, have higher collective intelligence, and excel at making decisions and solving problems. But research also shows that bias-prevention programs rarely deliver“, schreiben Joan C. Williams und Sky Mihaylo in der Harvard Business Review. Statt auf ineffiziente Programme fokussieren die Autorinnen auf Möglichkeiten, die einzelne Führungskräfte in der Praxis haben, um Vorurteilen entgegenzuwirken und Diversität zu verwirklichen. Es beginnt für sie damit, zu verstehen, wie sich Voreingenommenheit im Arbeitsalltag auswirkt, wann und wo ihre verschiedenen Formen tagtäglich auftreten. Das Motto: „You can’t be a great manager without becoming a ‚bias interrupter‘.“  Ihre Empfehlungen gliedern Williams und Mihaylo in drei Hauptpunkte. ▶️ Fairness in hiring: 1. Insist on a diverse pool.  2. Establish objective criteria, define “culture fit” (to clarify objective criteria for any open role and to rate all applicants using the same rubric), and demand accountability.  3. Limit referral hiring.  4. Structure interviews with skills-based questions.    ▶️ Managing Day-to-Day:  Day to day, they should ensure that high- and low-value work is assigned evenly and run meetings in a way that guarantees all voices are heard. 1. Set up a rotation for office housework, and don’t ask for volunteers.  2. Mindfully design and assign people to high-value projects.  3. Acknowledge the importance of lower-profile contributions.  4. Respond to double standards, stereotyping, “manterruption,” “bropriating,” and “whipeating (e.g., majority-group members taking or being given credit for ideas that women and people of color originally offered). 5. Ask people to weigh in. 6. Schedule meetings inclusively (they should take place in the office and within working hours). 7. Equalize access proactively (e.g., if bosses meet with employees, this should be driven by business demands or team needs).   ▶️ Developing your team: Your job as a manager is not only to get the best performance out of your team but also to encourage the development of each member. That means giving fair performance reviews, equal access to high-potential assignments, and promotions and pay increases to those who have earned them. 1. Clarify evaluation criteria and focus on performance, not potential.  2. Separate performance from potential and personality from skill sets.  3. Level the playing field with respect to self-promotion (by giving everyone you manage the tools to evaluate their own performance).  4. Explain how training, promotion, and pay decisions will be made, and follow those rules. „Conclusion: Organizational change is crucial, but it doesn’t happen overnight. Fortunately, you can begin with all these recommendations today.“ #genderequality #herCAREER

Lots of organisations are trialling Microsoft Copilot, but few share the results. Vendors provide glowing case studies, but what about the mixed ones? That’s why I was excited to see a public study from the Office of Digital Government Western Australia. It was more nuanced than the usual rose-tinted vendor stories, offering valuable insights into AI adoption, raising questions about implementation strategies the rest of us can learn from 5,765 licenses deployed: solid sample size for a robust trial 33% adoption rate: Decent for a new, little-understood workplace technology, but hardly transformative The primary use? Summarising meetings & drafting—important but isolated tasks that lack the integration needed for broader impact. Copilot is doing work that might otherwise not get done, but it’s not yet the game-changer AI could be Observations: Limited integration: Meeting summaries and drafts are isolated activities. Without connecting tools to broader workflows, the potential for transformative value is lost Lack of process analysis: A comprehensive process review was recommended but appears not to have been done. Dropping tools into workflows without context limits ROI Adoption gaps: Why did only 33% adopt when meetings are universal? Barriers—technical, cultural, or support-related—likely played a role Training matters: People who undertook more than one type of training (eg workshops, peer learning, self-paced modules) showed much higher adoption rates. Varied, ongoing training is essential to building confidence and capability Technical limitations: Issues with Excel & Outlook and inaccuracies hurt productivity. Familiarity bias toward enterprise platforms like Microsoft might not always serve users best Prompt engineering struggles: Challenges with prompts suggest gaps in training or change management rather than tool design Over-reliance risks: Concerns about losing deep knowledge are valid. Organisations must balance efficiency with accountability and critical thinking Early adopter bias: Early users were perceived as more productive, which may foster resistance or fear—a common hurdle in change management If you’re planning a trial: Invest in varied training: Training shouldn’t be a one-off. Use diverse formats and reinforce adoption over time Choose fit-for-purpose tools: Don’t default to familiar vendors. Smaller, more agile tools can often deliver better results Conduct a discovery phase: A thorough process review ensures tools align with organisational needs, reducing risks and maximising ROI Set clear metrics: Measure costs, benefits, and adoption outcomes to guide experimentation and ensure accountability If your organisation is running a Copilot trial, or considering one, these steps can help you maximise success. And of course, you can always come talk to us at Lithos Partners. You knew that, right? Have you worked with AI tools like Copilot? I’d love to hear your experiences or tips for successful adoption.

Trainers must be more than experts— Here's the secret to delivering impactful training sessions, no matter what comes your way. As a trainer, being prepared for instant changes in the delivery of any concept requires a flexible and adaptive mindset. Here are key strategies to help you stay prepared: 1. Thorough Subject knowledge - 📕 Master the content so well that you can break it down or present it in multiple ways, adapting to the audience’s needs. This will allow you to explain complex ideas in simpler terms or delve deeper if required. 2. Audience Analysis - 🧐 Before the session, understand your audience's knowledge level, learning preferences, and possible challenges. This will help you anticipate where you might need to adjust your delivery. 3. Create a Session Outline - 📝 Have a structured outline that allows for adjustments. Include different examples, analogies, and activities so that you can switch methods if needed. 4. Plan for Flexibility 🧘 - Build in buffer time to the session plan, allowing you to address questions or revisit concepts without rushing. Be prepared to cut less essential content if time constraints arise. 5. Use Interactive Methods 🗣️ - Include interactive methods such as Q&A, group discussions, or problem-solving activities. These allow you to gauge understanding and shift the delivery based on immediate feedback. 6. Technology Familiarity - 🧑💻 Know the tools and platforms you are using so you can quickly adapt, whether it’s changing slides, moving between resources, or using multimedia to reinforce concepts. 7. Stay Calm and Confident ☺️ - If a change in delivery is necessary, remain calm and composed. Confidence reassures the audience, and maintaining a positive attitude will help you navigate unexpected changes smoothly. 8. Prepare Backup Plans 🖋️ - Have alternative examples, exercises, or activities ready in case the original approach does not resonate with the group. 9. Stay Current 🏃 - Keep up with the latest trends, tools, and methods in training and your field of expertise. This allows you to bring fresh perspectives and solutions to any spontaneous situation. 10. Gather Feedback ✍️ - After a session, ask for feedback to understand where adjustments were successful or where improvements are needed. This helps in refining your ability to adapt in future sessions. Being prepared for changes is about blending preparation with flexibility and having the confidence to switch gears when necessary. #confidence #trainthetrainer #training #softskills #leadership #communication #learning

You’re not alone if you’ve noticed that, despite the time and resources invested, the DEI training programs in your organization aren’t delivering the impact you expected. The reality is, success isn’t just determined by the commitment of the participants —it’s heavily influenced also by how the program is structured and delivered. There are key signs to watch for that may suggest your DEI program is like a broken ladder, making it difficult for employees to climb toward meaningful change Here are 8 common pitfalls to watch out for, and what you can do to ensure the DEI trainings in your organization make a lasting impact: ❌ Single-session workshops ✅ Effective DEI programs involve spaced learning, delivered over time to allow for deeper understanding and lasting impact ❌ Same content for people in different roles  ✅ Does the training feel generic, like it’s meant for everyone but relevant to no one? A good DEI program should be tailored to specific roles and the needs of your group. ❌ Focusing on compliance and what not to do ✅ The focus should be on modeling inclusive behaviors and showing what to do in real situations and how to incorporate them into daily work ❌ Copy-pasting training content from global DEI programs ✅ If it feels like the examples or exercises don’t really apply to your workplace, the content may have been copy-pasted from global programs. Check how the material has been adjusted to reflect your specific organization’s culture and challenges. ❌ Run by passionate DEI advocates with no facilitation experience ✅ A passionate facilitator is great, but they should also know how to manage group dynamics and keep discussions productive. Pay attention to whether the facilitator is able to navigate complex conversations and make the space feel safe for everyone. ❌ Raising awareness without driving behavioral change ✅ DEI training should focus on translating awareness into concrete actions that people can start practicing immediately. ❌ Ignoring pushback and concerns ✅ A DEI training that shies away from tough conversations might miss real issues. Good training fosters open dialogue, allowing participants to voice concerns and discuss challenges openly. ❌ No follow-up or next steps ✅ A truly impactful program provides follow-up phases for implementation, ensuring the lessons learned are integrated and built upon. By paying attention to these aspects, you can transform the DEI training program into one that delivers meaningful, lasting change. Do any of these issues resonate with you? I’d love to hear your thoughts!

For the past 10 months, I’ve been working undercover in quality assurance for a company, to see if their disability awareness training is making a real difference. I can’t name the company or the service, but from today’s “secret” experience, I can tell you this: disability awareness training delivered by people with lived experience changes the game. Six months ago, the trainer with lived experience left, and standard training took over. The impact was immediate and stark. Today, I sampled six experiences. In only two of them did I feel like a person and a valued customer. The other four left me feeling like an inconvenience—a wheelchair they had to figure out, rather than a person to serve. When the trainer with lived experience was in charge, the focus was on people, skills, and service—then on needs. But without that lived experience at the centre of training, the approach quickly reverts to seeing problems to fix rather than people to welcome. So, if you’re in charge of training and development, insist on including people with lived experience. It’s the difference between box-ticking and real, human-centred inclusion. #DisabilityInclusion #LivedExperience #InclusiveTraining #Accessibility #DisabilityAwareness #HumanCentredDesign #CustomerService #QualityAssurance #InclusionMatters #InclusiveLeadership #TrainingAndDevelopment

🌍 The Real Reason Your Team Isn’t Connecting Might Surprise You 🛑 You’ve built a diverse team. Communication seems clear. Everyone speaks the same language. So why do projects stall? Why does feedback get misread? Why do brilliant employees feel misunderstood? Because what you’re facing isn’t a language barrier—it’s a cultural one. 🤔 Here’s what that looks like in real life: ✳ A team member from a collectivist culture avoids challenging a group decision, even when they disagree. ✳ A manager from a direct feedback culture gets labeled “harsh.” ✳ An employee doesn’t speak up in meetings—not because they don’t have ideas, but because interrupting feels disrespectful in their culture. These aren't missteps—they’re misalignments. And they can quietly erode trust, engagement, and performance. 💡 So how do we fix it? Here are 5 ways to reduce misalignments and build stronger, more inclusive teams: 🧭 1. Train for Cultural Competence—Not Just Diversity Don’t stop at DEI 101. Offer immersive training that helps employees navigate different communication styles, values, and worldviews. 🗣 2. Clarify Team Norms Make the invisible visible. Talk about what “respectful communication” means across cultures. Set expectations before conflicts arise. 🛎 3. Slow Down Decision-Making Fast-paced environments often leave diverse perspectives unheard. Build in time to reflect, revisit, and invite global input. 🌍 4. Encourage Curiosity Over Judgment When something feels off, ask: Could this be cultural? This small shift creates room for empathy and deeper connection. 📊 5. Audit Systems for Cultural Bias Review how you evaluate performance, give feedback, and promote leadership. Are your systems inclusive, or unintentionally favoring one style? 🎯 Cultural differences shouldn’t divide your team—they should drive your innovation. If you’re ready to create a workplace where every team member can thrive, I’d love to help. 📅 Book a complimentary call and let’s talk about what cultural competence could look like in your organization. The link is on my profile. Because when we understand each other, we work better together. 💬 #CulturalCompetence #GlobalTeams #InclusiveLeadership #CrossCulturalCommunication #DEIStrategy

Stop calling them ‘learners.’ They’re not. Most L&D pros think their audience is just waiting to soak up new knowledge, eager to grow. Here’s the hard truth: The average employee in your company isn’t here for that. They’re not chasing knowledge. They’re chasing survival. 👉 Their days are crammed with meetings, deadlines, and emails that never end. 👉 They’ve got kids to raise, mortgages to pay, and enough stress to fill a training manual. 👉 They’re not logging into your LMS to ‘develop themselves’—they’re looking for the quickest way to solve a problem and get back to their overloaded schedules. They’ll learn when they have to... When a new tool threatens their job security. When a management course means they might finally get that promotion Or when they’re stuck and need a quick answer. ❌ They don’t care about your fancy elearning theories. ❌ They’re not losing sleep over “continuous improvement.” They care about one thing: Will this help me right now? So here’s what to do: 1. Get practical: Focus on solving their immediate challenges. 2. Keep it concise: Short, actionable content beats hours of passive learning. 3. Speak their language: Frame training as a solution to their everyday problems, not “professional development.” When you stop treating them like ‘learners’ and start treating them like humans with real-life pressures, you’ll see the shift. Engagement skyrockets. Training stops feeling like a chore. Our job isn’t to make them love learning. Our job is to make them see it as their lifeline. 🤔 Still think your co-workers are in the la-la land of learning, or are they just desperately trying to keep their heads above water? Drop a comment 👇

I've taught Indian culture to Chinese professionals, American culture to Korean students, and trained British teachers on how to teach English in China. What tied it all together? Communication beyond comfort zones. In a world that's more connected than ever, cross-cultural communication isn't optional—it's essential. Whether you're leading a global team, coaching diverse clients, or teaching across borders, this one skill can make or break your impact. Here are 4 tips to master it: 1️⃣ Listen Beyond Words: Culture speaks in tone, silence, and gestures. In China, a nod might not mean agreement—it might mean "I'm listening." 2️⃣ Adapt Your Style: Americans value directness. Koreans respect hierarchy. Indians may prioritize context. Shift your language and tone based on audience. 3️⃣ Use Universal Anchors: Stories, emotions, and metaphors are universal. When I used Bollywood examples in Beijing, it built instant bridges. 4️⃣ Stay Curious, Not Critical: Instead of judging what's "right," ask, "Why is this different?" That mindset opens conversations, not conflicts. 🌍 Communication is not just about speaking a language—it’s about honoring the world that comes with it. Want to build your cultural fluency as a speaker or coach? DM me “Global Communicator” and let’s chat! #CrossCulturalCommunication #PublicSpeaking #CommunicationCoach #SpeakWithAmee #GlobalLeadership #CulturalFluency #SoftSkills #LeadershipDevelopment #crossculturaltraining