Inclusalytics Snapshot: Chapter 12

When we began the journey of writing Inclusalytics: How DEI Leaders Use Data to Drive Their Work, we realized that so many organizations were still early on in their DEI journeys and needed support determining what DEI is at its core, how to measure it, and how to turn that data into action. With those questions from our clients in mind, our research background in human behavior in the workplace, and through copious interviews with DEI leaders, Inclusalytics was born. The reception for the book over the last three years has been more than we could have ever imagined!

 And while the book is an easy read, sometimes you need something even shorter to digest or perhaps a quick refresher on key points.

Never fear! Over the course of the next few months, we’ll be releasing “Inclusalytics Snapshot” blogs for each of the chapters of our book Inclusalytics. These recaps (or sneak peeks!) provide a glimpse of some of what we covered in our best selling book. Up next: Chapter Twelve!

Chapter 12: Behavior Change Interventions

Creating a more inclusive workplace isn't just about policy changes or setting diversity targets—it requires a fundamental shift in behavior at every level of an organization. Employees must understand their roles in fostering inclusivity and be equipped with the tools to translate knowledge into everyday actions. Effective behavior change interventions set clear expectations, provide necessary training and support, and establish mechanisms for accountability.

The Current State of Diversity Training

Diversity training is one of the most widely used tools for promoting inclusion in the workplace. These instructional programs are designed to improve intergroup interactions, reduce bias, and equip participants with the skills and motivation needed to work effectively in diverse environments. However, research consistently shows that most diversity training programs fail to produce lasting behavioral change.

Many of these trainings, particularly unconscious bias training, raise awareness but do not lead to tangible shifts in behavior. Common pitfalls include: 

• One-time, single-session events with no follow-up reinforcement. 

• A compliance-driven approach that focuses on what not to do rather than actionable inclusion strategies. 

• Resistance or backlash from overrepresented groups who may feel excluded or unfairly targeted by diversity efforts. 

For diversity training to be truly impactful, it must be part of a broader, well-integrated DEI strategy that prioritizes behavior change over mere awareness.

Turning Diversity Training into an Effective Tool

1. Awareness isn’t enough

While increasing awareness of bias and systemic inequities is a crucial first step, it is not sufficient on its own. Lasting change happens when employees move from awareness to intention to action. The goal should be to shift knowledge and beliefs in a way that influences everyday behaviors—making inclusion an active practice rather than a passive understanding.

2. Integrated training for lasting impact

Diversity training should not be a standalone initiative. When integrated into a broader DEI strategy, training signals an ongoing organizational commitment rather than a one-time requirement. The most effective programs complement other DEI efforts, reinforcing and building on existing initiatives like mentorship programs, ERGs, or leadership accountability measures.

3. Longer and repeated trainings improve retention

Just as skills improve with practice, behavioral change requires reinforcement over time. Short, isolated training sessions rarely translate into long-term change. Instead, spreading content over time—through spaced learning or integrating DEI moments into regular team meetings—helps employees internalize and apply key concepts. Microlearning techniques, such as short, focused learning modules, can also be effective for reinforcing inclusive behaviors.

4. Diverse training methods for maximum engagement

One-size-fits-all training approaches are rarely effective. Incorporating multiple learning techniques—such as live discussions, role-playing exercises, written materials, and video content—improves engagement and retention. The more interactive and application-based the training, the greater the likelihood of lasting impact.

5. Tailored training for different audiences

Not every employee requires the same type of DEI training. Senior leadership, for instance, should receive training that focuses on modeling inclusive behaviors and driving organizational change. Meanwhile, marginalized employees may benefit more from sessions that address trauma healing or provide spaces for voicing concerns. A more customized approach ensures that each group receives the tools and insights most relevant to their roles and experiences. Additionally, collecting feedback from participants can help refine and improve future training sessions.

6. Mandatory vs. voluntary participation

There is ongoing debate about whether diversity training should be mandatory or voluntary. While mandatory training signals an organization’s commitment to DEI, it can sometimes provoke backlash or disengagement. Voluntary training, on the other hand, may only attract those already invested in DEI efforts. A balanced approach might involve making training voluntary but ensuring that senior leaders are highly engaged and actively involved, setting the tone for the rest of the organization. The decision should also depend on the training content and target audience.

Tying Training to Performance

Accountability is key to ensuring that diversity training leads to meaningful behavior change. Organizations should establish clear performance metrics that tie inclusive behaviors to individual evaluations. Employees at all levels should be held responsible for demonstrating inclusive behaviors in their daily interactions. When training is integrated into broader performance expectations, it reinforces the idea that DEI is not just a corporate value but an essential part of workplace success. 

Diversity training alone is not enough to drive workplace inclusion. For real change to occur, organizations must focus on sustained behavior change by setting clear expectations, reinforcing training over time, diversifying delivery methods, and holding employees accountable. By integrating training into a larger DEI strategy, businesses can ensure that inclusive behaviors become an everyday reality—not just an aspirational goal. 

Want to read more? Buy your own copy of Inclusalytics here.  

Looking to get started on your DEI measurement journey in your organization? Contact us today.