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Dismantling Racism Resource Book

Diversity Training:

Good for Business but Insufficient for Social
Change

By David Rogers
Western States Center
Trainer/Organizer

In the past ten to fifteen years, diversity training has become a boom industry, as government
agencies, corporations, and non-profits attempt to manage race and racial attitudes in the
workplace. Organizations employ diversity training for reasons ranging from protection against
liability to a more liberal notion that "in diversity there is strength." The belief that workplace
diversity can bring increased productivity, new ideas, and therefore higher profits, appeals
particularly to corporations. Although diversity training may make good business sense, the
model falls terribly short of the comprehensive racial justice approach required for progressive
social change.

Diversity vs. Racial Justice
The difference between diversity training and the racial justice approach embedded in Western
States Center's Dismantling Racism Project begins with the definition of racism. Diversity
training sees racism primarily as the result of individual action: personal prejudice or
stereotyping, and intentional acts of discrimination by individuals. A racial justice definition
includes these beliefs and acts, but considers individual acts of prejudice only one dimension of
racism. More importantly, racism is defined as a set of societal, cultural, and institutional beliefs
and practices Ñ regardless of intention Ñ that subordinate and oppress one race for the benefit of
another.

The case of Amadou Diallo, an unarmed black man shot 41 times by four white New York City
Police officers (all of whom were acquitted), illustrates the difference between these two views.
While a diversity approach might pursue sensitivity training for the officers, a racial justice
perspective would hold the entire criminal justice system accountable and demand systemic
change.

Multi-Culturalism
In diversity training's prejudice reduction model, individual attitudes and beliefs are the focus of
change. With the goal of harmony and efficiency in the multi-racial workplace, diversity training
emphasizes awareness and appreciation of the contributions of different cultures.

What too often gets lost in the muddy waters of multi-cultural awareness is any analysis of
power and the ways racist attitudes and organizational culture operate. How do white people gain
advantages from racism? What is the daily impact of racist oppression on people of color? Why
do white people regularly dominate meetings? Is the white way of doing things still assumed to
be the preferred mode of operations?

Dismantling Racism Project 6 Western States Center