What Is DEI Training?

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DEI is a commonly used abbreviation that stands for diversity, equity, and inclusion:

DEI is a commonly used abbreviation that stands for diversity, equity, and inclusion:

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  Diversity: Diversity is the presence of differences that may include, but are not limited to, race, gender, gender identity, sexual orientation, religion, ethnicity, nationality, socioeconomic status, language, physical or mental ability, and age. Diversity may also include differences in political perspective, learning preferences, personality, and communication preferences.

  Diversity: Diversity is the presence of differences that may include, but are not limited to, race, gender, gender identity, sexual orientation, religion, ethnicity, nationality, socioeconomic status, language, physical or mental ability, and age. Diversity may also include differences in political perspective, learning preferences, personality, and communication preferences.

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  Equity: Equity promotes justice, impartiality, fairness, equal access to opportunities, advancement, and participation. Equity addresses structural inequalities and barriers through fairness in procedures, processes, practices, and the distribution of resources.

  Equity: Equity promotes justice, impartiality, fairness, equal access to opportunities, advancement, and participation. Equity addresses structural inequalities and barriers through fairness in procedures, processes, practices, and the distribution of resources.

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  Inclusion: Inclusion is creating and fostering an environment in which everyone, including members of traditionally underrepresented or marginalized groups, feels respected, welcome, and that they belong.

  Inclusion: Inclusion is creating and fostering an environment in which everyone, including members of traditionally underrepresented or marginalized groups, feels respected, welcome, and that they belong.

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Creating a diverse workforce means building an inclusive culture for all employees. Organizations are increasingly recognizing the importance of DEI strategies and initiatives. One common DEI initiative is DEI training .

Creating a diverse workforce means building an inclusive culture for all employees. Organizations are increasingly recognizing the importance of DEI strategies and initiatives. One common DEI initiative is DEI training.

Goals and Types of DEI Training

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The overall goal of these training programs is to help workplace culture become more diverse, equitable, and inclusive, particularly for employees from underrepresented or historically marginalized communities.

The overall goal of these training programs is to help workplace culture become more diverse, equitable, and inclusive, particularly for employees from underrepresented or historically marginalized communities.

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Often, DEI development activities and training programs are meant to increase employees’ awareness of inequality and bias, and influence how they behave toward one another. Sometimes DEI departments are created to change institutional policies and practices that perpetuate discrimination or exclusion.

Often, DEI development activities and training programs are meant to increase employees’ awareness of inequality and bias, and influence how they behave toward one another. Sometimes DEI departments are created to change institutional policies and practices that perpetuate discrimination or exclusion.

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Some common types of DEI development training include:

Some common types of DEI development training include:

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  Unconscious bias training: The goal of unconscious bias training is to help individuals understand and recognize their own unconscious and implicit biases and suggest behaviors to mitigate those preconceptions.

  Unconscious bias training: The goal of unconscious bias training is to help individuals understand and recognize their own unconscious and implicit biases and suggest behaviors to mitigate those preconceptions.

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  Allyship training: Allyship is when someone from a group that has privilege, power, or access supports or amplifies someone from an underrepresented or historically marginalized group. Allyship training helps people develop the knowledge and skills to be effective allies in the workplace, creating an inclusive culture.

  Allyship training: Allyship is when someone from a group that has privilege, power, or access supports or amplifies someone from an underrepresented or historically marginalized group. Allyship training helps people develop the knowledge and skills to be effective allies in the workplace, creating an inclusive culture.

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  Bystander communication training : Bystander communication training teaches people to speak up and intervene when they witness harassing or discriminatory behavior, even when they are not the person being harassed or discriminated against.

  Bystander communication training: Bystander communication training teaches people to speak up and intervene when they witness harassing or discriminatory behavior, even when they are not the person being harassed or discriminated against.

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  Training on hiring practices: Organizations may provide DEI training specifically for hiring managers and employees in Human Resources. The goal of this type of DEI training is to ensure that people understand how their biases may affect how they view and assess candidates , help them make more inclusive hiring decisions, and create inclusive leadership pipelines.

  Training on hiring practices: Organizations may provide DEI training specifically for hiring managers and employees in Human Resources. The goal of this type of DEI training is to ensure that people understand how their biases may affect how they view and assess candidates, help them make more inclusive hiring decisions, and create inclusive leadership pipelines.

Topics to Include in DEI Training

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The specific topics included in DEI training will vary depending on the type of training being offered, the organization’s goals, and workplace culture. However, much of the training focuses on similar topics, such as:

The specific topics included in DEI training will vary depending on the type of training being offered, the organization’s goals, and workplace culture. However, much of the training focuses on similar topics, such as:

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  Self-reflection: Many DEI training programs include, as a starting point , an activity to help employees engage in self-reflection about the aspects of their identity in which they have power, privilege, and access, and the aspects of their identity where they lack such things.

  Self-reflection: Many DEI training programs include, as a starting point, an activity to help employees engage in self-reflection about the aspects of their identity in which they have power, privilege, and access, and the aspects of their identity where they lack such things.

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  Historical context: DEI trainers often explore the historical roots of bias and discrimination and may connect that history to current social movements.

  Historical context: DEI trainers often explore the historical roots of bias and discrimination and may connect that history to current social movements.

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  Legal context: This often includes an overview of major legislation and judicial decisions connected to DEI, such as legislation that makes it illegal for organizations to discriminate against protected classes in their hiring practices.

  Legal context: This often includes an overview of major legislation and judicial decisions connected to DEI, such as legislation that makes it illegal for organizations to discriminate against protected classes in their hiring practices.

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  Workplace scenarios: DEI training programs will often include case studies, role plays, or scenarios showing how overt or subtle bias affects employees in the workplace.

  Workplace scenarios: DEI training programs will often include case studies, role plays, or scenarios showing how overt or subtle bias affects employees in the workplace.

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  Role-specific training: A DEI program will often cover how the learners can take steps to combat bias and create more diverse, equitable, and inclusive workplaces, based on their role within the organization.

  Role-specific training: A DEI program will often cover how the learners can take steps to combat bias and create more diverse, equitable, and inclusive workplaces, based on their role within the organization.

What Makes DEI Training Successful

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Successful DEI training—or any DEI initiative—needs to start with results , and clearly define what success looks like in a diverse workforce. As with any form of training, DEI training will be successful if an assessment has been conducted, a desired outcome has been identified, and the training is designed to increase employees’ knowledge and skillset in ways that lead to critical behavior changes . There are also some common inclusion training pitfalls that instructional designers should strive to avoid:

Successful DEI training—or any DEI initiative—needs to start with results, and clearly define what success looks like in a diverse workforce. As with any form of training, DEI training will be successful if an assessment has been conducted, a desired outcome has been identified, and the training is designed to increase employees’ knowledge and skillset in ways that lead to critical behavior changes. There are also some common inclusion training pitfalls that instructional designers should strive to avoid:

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  A lack of psychological safety in the training environment

  A lack of psychological safety in the training environment

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  Putting employees from marginalized communities on the spot

  Putting employees from marginalized communities on the spot

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  Training that identifies problems but not solutions

  Training that identifies problems but not solutions

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In addition, facilitators should have competencies in cultivating curiosity , building community, acknowledging complexity, and exploring topics that are sometimes uncomfortable in a constructive way. Facilitators can expect their learner audience to have diverse backgrounds themselves, and scaling training courses for neurodivergence is essential.

In addition, facilitators should have competencies in cultivating curiosity, building community, acknowledging complexity, and exploring topics that are sometimes uncomfortable in a constructive way. Facilitators can expect their learner audience to have diverse backgrounds themselves, and scaling training courses for neurodivergence is essential.

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To learn more about designing and facilitating DEI training, explore Maria Morukian’s book Diversity, Equity, and Inclusion for Trainers . To learn more about fostering and developing diverse teams, equitable opportunities, and an inclusive workforce, check out ATD's DEI in Talent Development Certificate .

To learn more about designing and facilitating DEI training, explore Maria Morukian’s book Diversity, Equity, and Inclusion for Trainers. To learn more about fostering and developing diverse teams, equitable opportunities, and an inclusive workforce, check out ATD's DEI in Talent Development Certificate.

Strategic DEI Initiatives

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Training can be an important part of an organization’s DEI strategy. However, training alone is not a DEI strategy. DEI training will have an impact if it provides employees with knowledge of historical, social, and organizational context related to DEI; establishes a common language or framework related to DEI that can be referenced throughout the organization; and creates the opportunity to practice having conversations related to DEI (such as speaking up when observing a biased action).

Training can be an important part of an organization’s DEI strategy. However, training alone is not a DEI strategy. DEI training will have an impact if it provides employees with knowledge of historical, social, and organizational context related to DEI; establishes a common language or framework related to DEI that can be referenced throughout the organization; and creates the opportunity to practice having conversations related to DEI (such as speaking up when observing a biased action).

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However, even the best training programs won’t be effective if they exist in a vacuum. Organizations need to show their commitment to DEI by making sure that all training, on any topic, is inclusive and accessible to all learners . This means taking steps like using diverse images in PowerPoints and diverse names in case studies. It also means working to ensure that training is accessible for employees with visual, hearing, motor, or cognitive disabilities.

However, even the best training programs won’t be effective if they exist in a vacuum. Organizations need to show their commitment to DEI by making sure that all training, on any topic, is inclusive and accessible to all learners. This means taking steps like using diverse images in PowerPoints and diverse names in case studies. It also means working to ensure that training is accessible for employees with visual, hearing, motor, or cognitive disabilities.

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A comprehensive DEI strategy should go beyond training and touch on all stages of the talent lifecycle , from hiring to onboarding to succession planning. DEI should be built into initiatives related to knowledge management, career and leadership development, and coaching.

A comprehensive DEI strategy should go beyond training and touch on all stages of the talent lifecycle, from hiring to onboarding to succession planning. DEI should be built into initiatives related to knowledge management, career and leadership development, and coaching.

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DEI initiatives need to be reinforced by what managers and senior leaders do and say, and by the environment they create to help their employees feel included. DEI also needs to be prioritized by CEOs and other C-suite executives who align it with strategic business priorities. Many employees also expect an inclusive leadership development program.

DEI initiatives need to be reinforced by what managers and senior leaders do and say, and by the environment they create to help their employees feel included. DEI also needs to be prioritized by CEOs and other C-suite executives who align it with strategic business priorities. Many employees also expect an inclusive leadership development program.

Who Should Participate in DEI Training

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Training should not be limited to a single group. It should be embedded across the entire organization, with different levels of depth and focus.

Training should not be limited to a single group. It should be embedded across the entire organization, with different levels of depth and focus.

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All employees should receive foundational DEI training to build shared awareness, inclusive behaviors, and a common language. Inclusion is a daily practice, not a one-time event, and organization-wide participation helps shape culture, reduce bias, and improve collaboration.

All employees should receive foundational DEI training to build shared awareness, inclusive behaviors, and a common language. Inclusion is a daily practice, not a one-time event, and organization-wide participation helps shape culture, reduce bias, and improve collaboration.

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However, leaders and people managers require more advanced, role-specific training. Because they influence hiring, performance management, and team dynamics. Leaders must develop skills in inclusive decision-making, psychological safety, and equitable talent development. Without this targeted training, organizational DEI efforts often stall at the awareness level.

However, leaders and people managers require more advanced, role-specific training. Because they influence hiring, performance management, and team dynamics. Leaders must develop skills in inclusive decision-making, psychological safety, and equitable talent development. Without this targeted training, organizational DEI efforts often stall at the awareness level.

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HR and talent development professionals also need specialized DEI training. These groups design policies, learning programs, and systems that can either reinforce or reduce inequities. Their training should focus on embedding DEI into processes such as recruiting, onboarding, and career development.

HR and talent development professionals also need specialized DEI training. These groups design policies, learning programs, and systems that can either reinforce or reduce inequities. Their training should focus on embedding DEI into processes such as recruiting, onboarding, and career development.

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Finally, senior executives should be deeply engaged. Research consistently shows that visible executive commitment is critical for sustaining DEI initiatives. When leaders model inclusive behavior and strategically prioritize DEI, it signals the importance of DEI across the organization. DEI training is most effective when it is organization-wide but tailored by role—ensuring everyone contributes while those with greater influence are equipped to drive meaningful change.

Finally, senior executives should be deeply engaged. Research consistently shows that visible executive commitment is critical for sustaining DEI initiatives. When leaders model inclusive behavior and strategically prioritize DEI, it signals the importance of DEI across the organization. DEI training is most effective when it is organization-wide but tailored by role—ensuring everyone contributes while those with greater influence are equipped to drive meaningful change.

The Future of DEI Training

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You may be asking yourself, why is DEI training being removed from organizations? The shifting landscape of DEI has resulted in less diversity training. While there is growing tension between internal implementation and external transparency, many organizations remain committed to their DEI programs and training courses.

You may be asking yourself, why is DEI training being removed from organizations? The shifting landscape of DEI has resulted in less diversity training. While there is growing tension between internal implementation and external transparency, many organizations remain committed to their DEI programs and training courses.

Key Trends in Corporate DEI

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  Reduced Public Disclosure: There has been a “marked retreat” in what companies share publicly. Disclosures regarding women in management and board diversity have dropped significantly (by 16% to 31% ) between 2024 and 2025.

  Reduced Public Disclosure: There has been a “marked retreat” in what companies share publicly. Disclosures regarding women in management and board diversity have dropped significantly (by 16% to 31%) between 2024 and 2025.

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  The “DEI” Rebrand: Use of the specific acronym “DEI” fell by 68% among S&P 500 companies. Many firms are removing specific DEI metrics and targets to make their policies more legally defensible .

  The “DEI” Rebrand: Use of the specific acronym “DEI” fell by 68% among S&P 500 companies. Many firms are removing specific DEI metrics and targets to make their policies more legally defensible.

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  Increased Internal Oversight: Despite the drop in public messaging, internal governance is rising. 79% of S&P 500 firms now have board committee oversight of DEI, suggesting that companies are integrating these practices into core business operations rather than abandoning them.

  Increased Internal Oversight: Despite the drop in public messaging, internal governance is rising. 79% of S&P 500 firms now have board committee oversight of DEI, suggesting that companies are integrating these practices into core business operations rather than abandoning them.

Business Case vs. Stakeholder Pressure

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While companies are being more cautious about wordsmithing around DEI (for example, switching toward phrases such as “inclusive workforce” rather than “diverse teams”) the underlying drivers for diversity training remain strong:

While companies are being more cautious about wordsmithing around DEI (for example, switching toward phrases such as “inclusive workforce” rather than “diverse teams”) the underlying drivers for diversity training remain strong:

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  Leadership Belief: Most US leaders still believe DEI improves belonging, engagement, and retention.

  Leadership Belief: Most US leaders still believe DEI improves belonging, engagement, and retention.

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  Workforce Expectations: For Gen Z and millennials, an inclusive workplace remains a “pivotal” factor in job satisfaction as many younger generations come from diverse backgrounds as well.

  Workforce Expectations: For Gen Z and millennials, an inclusive workplace remains a “pivotal” factor in job satisfaction as many younger generations come from diverse backgrounds as well.

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  The “Empathy Case”: Reports indicate that declining senses of belonging at work can have a massive financial impact, cited as an $180 billion issue.

  The “Empathy Case”: Reports indicate that declining senses of belonging at work can have a massive financial impact, cited as an $180 billion issue.

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  The “Tightrope” Walk: Corporate leaders are currently tasked with reframing DEI to balance legal risks with the high expectations of employees and stakeholders, ensuring these inclusion training initiatives align with long-term business priorities. Overcoming DEI resistance starts with making the right business case.

  The “Tightrope” Walk: Corporate leaders are currently tasked with reframing DEI to balance legal risks with the high expectations of employees and stakeholders, ensuring these inclusion training initiatives align with long-term business priorities. Overcoming DEI resistance starts with making the right business case.

How ATD Can Help You With DEI Training

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If you’re building or improving DEI training, ATD provides the tools to do so effectively. Access practical resources to design inclusive learning, strengthen your DEI strategy, and apply best practices across your programs—not just in standalone training. You’ll also connect with talent development professionals solving similar challenges, so you can move forward with clarity and confidence. Explore ATD membership to get the support you need to advance your DEI efforts.

If you’re building or improving DEI training, ATD provides the tools to do so effectively. Access practical resources to design inclusive learning, strengthen your DEI strategy, and apply best practices across your programs—not just in standalone training. You’ll also connect with talent development professionals solving similar challenges, so you can move forward with clarity and confidence. Explore ATD membership to get the support you need to advance your DEI efforts.

DEI in Talent Development Certificate

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Fostering a diverse, equitable, and inclusive work environment involves awareness of and appreciation for different perspectives, backgrounds, customs, abilities, and behavioral norms.

Fostering a diverse, equitable, and inclusive work environment involves awareness of and appreciation for different perspectives, backgrounds, customs, abilities, and behavioral norms.

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Throughout this course, you will explore key themes and concepts encompassing many facets of DEI and discover the tools necessary to support these initiatives in your role as a talent development practitioner. In alignment with the Talent Development Capability Model™, you will examine your organizational impact from three unique perspectives—personal, professional, and organizational—and identify strategies to expand your mindset, practices, and influence.

Throughout this course, you will explore key themes and concepts encompassing many facets of DEI and discover the tools necessary to support these initiatives in your role as a talent development practitioner. In alignment with the Talent Development Capability Model™, you will examine your organizational impact from three unique perspectives—personal, professional, and organizational—and identify strategies to expand your mindset, practices, and influence.

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Starting with a personal perspective, this certificate program will provide you with an opportunity to evaluate your self-awareness and identify where unconscious bias may be influencing you. The program will draw on your real-world experiences and invite authentic discussions that promote psychological safety and recognize that everyone is at a different place on their DEI journey.

Starting with a personal perspective, this certificate program will provide you with an opportunity to evaluate your self-awareness and identify where unconscious bias may be influencing you. The program will draw on your real-world experiences and invite authentic discussions that promote psychological safety and recognize that everyone is at a different place on their DEI journey.

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You will explore how you can incorporate DEI education into your work as a TD practitioner. Finally, you will discover how to drive and influence organizational culture and employee engagement by leveraging DEI training and diversity and inclusion strategies to recruit, grow, retain, and optimize your talent.

You will explore how you can incorporate DEI education into your work as a TD practitioner. Finally, you will discover how to drive and influence organizational culture and employee engagement by leveraging DEI training and diversity and inclusion strategies to recruit, grow, retain, and optimize your talent.

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By the end of this program, you will have developed a business case and strategic approach for a DEI initiative that you can take back to implement in your organization, and the understanding that diversity and inclusion initiatives help create a competitive advantage for businesses.

By the end of this program, you will have developed a business case and strategic approach for a DEI initiative that you can take back to implement in your organization, and the understanding that diversity and inclusion initiatives help create a competitive advantage for businesses.