Diversity training workshops have been a popular approach to promoting diversity, equity, and inclusion in the workplace for many years. According to a 2016 Harvard Business Review analysis, nearly all Fortune 500 companies and almost half of midsize companies use diversity training. Many of these companies choose to outsource their diversity training to specialized consultants or firms, which has led to the growth of a multibillion-dollar diversity industry.

While diversity training workshops can be an important tool for promoting diversity and inclusion in the workplace, there has been some criticism of these initiatives. Some research suggests that traditional diversity training workshops may not be particularly effective at reducing prejudice or improving workplace diversity. Critics argue that these workshops can be superficial or overly focused on individual attitudes and behaviors, rather than addressing deeper systemic issues that may contribute to inequality and discrimination.

To be more effective, diversity training workshops need to be designed in a way that is more interactive, participatory, and focused on addressing systemic issues. By taking a more holistic and inclusive approach, it may be possible to create more meaningful and effective diversity training workshops that can help to create more equitable and inclusive workplaces. Ultimately diversity trainings are part of the EDI industrial complex. It is rehabilitating a system that some believe need to be dismantled.