D&I Training Is Still Necessary For Future Proofing The Workplace

Editor's Note (May 2026): The business case for diversity and inclusion training has weathered a tornado over the past year—one that rattled internal learning opportunities as executive orders, financial pressures, and legal risks influenced how and whether this training was delivered. While some may question the "why" behind D&I initiatives, the fundamental need remains: to better understand the workplace ecosystem and how we work together effectively. 

More than ever, getting to the heart of connectivity to strengthen work relationships for better collaboration isn't optional—it's core to organizational success. Some leaders never quite grasped concepts like microaggressions — the subtle, often unintentional comments or actions that communicate negative messages to members of marginalized groups, such as assuming someone's role based on their identity or dismissing a colleague's lived experience — while others may dismiss them as non-issues.

But providing leaders with empathy skills to understand the concerns of different communities isn't political correctness—it's a proactive measure that builds the relational infrastructure high-performing teams require. Research from Harvard Business School shows that when diversity training is designed to change behavior at the point of decision-making, it can improve fairness: across more than 10,000 job requisitions, it increased the likelihood that managers selected women and non-national candidates for interviews by 12 percent and 13 percent, respectively. The question isn't whether your organization can afford this training. It's whether you can afford not to invest in it.

This article was originally published in Forbes in July 2025.

Over the years, there has been significant progress in incorporating diversity and inclusion into the workplace; however, the question of the need for Diversity and Inclusion (D&I)-specific training remains, amidst a turbulent year where pivots and pauses have become the new norm. As a practitioner regularly engaged in this work since 2015, I have seen the benefits of aha inclusion awareness moments that arise from courageous conversations in psychologically safe training environments. Those moments create more engaged employees, which is a positive outcome for the organization, as it leads to higher productivity. Nonetheless, the workplace doesn't have a consensus on the need for diversity and inclusion (D&I) training. This article will re-examine the importance of this training and why it remains a worthwhile investment in regularly upskilling the workforce.

Who Needs To Attend Diversity and Inclusion Training?

From the CEO on down, everyone in the workplace can benefit from attending and participating in D&I Training to build effective working relationships with colleagues, customers, vendors, and more that help achieve organizational goals. Leaders set the tone, so those at the top carry the responsibility of providing cues on how important training is to the organization. That task itself can be challenging, so training incubators can create a space for everyone to unpack answers to burning questions that help leaders show up authentically around diversity and inclusion. Keep in mind that inclusion lessons vary based on many factors, so collectively, we shouldn't assume that everyone has the necessary skills and tools to be inclusive.

Most, if not all of us, do not receive a primer on what each of us needs to engage and work together successfully in the workplace, but we gain relational insights as time progresses. These insights are likely one-dimensional (from the point of view of the workplace only), which could elongate or impact work outcomes. Therefore, organizations that invest in ongoing proactive skill-building efforts are ahead of the game in creating bridges to strengthen human awareness and understanding, fostering an inclusive workplace. Employees who feel their organizations value their authenticity are 2.4 times more likely to stay, says a Bias-free, Leadership, Inclusion, Safety, and Support Report.

Why Do They Need to Attend Diversity and Inclusion Training?

The needs of the workplace are constantly evolving, and as such, training on diversity and inclusion must adapt accordingly. Take, for example, technology. Workers must learn efficient practices to complement work productivity. Just as employees must eliminate bias from hiring and talent management processes, they will also need to do so with new technologies. Training updates will be necessary to accommodate the diverse range of worker skill sets and create space for success.

The workplace community needs to attend and engage in training to implement a standard operating procedure for including people in the organization. Doing so helps avoid issues like favoritism and bias that can create friction and impede organizational success. Additional benefits include providing tools to navigate workplace conflict and increase team effectiveness. Among the top challenges for the workplace in 2025 are hybrid work requirements, a focus on employee wellness, and significant gaps in feedback between managers and employees. These challenges provide valuable input into the necessity of engaging in diversity and inclusion training, which is well-positioned to address key issues that impact how we work together.

Does the Workplace Need Diversity and Inclusion Training On An Ongoing Basis?

I once worked for an employer who asked us to recertify our understanding of sexual harassment annually. I surmised that this process existed to certify the organization's proactive approach to minimizing or eliminating cases of misconduct and mitigating any associated financial risks. The same scenario is applicable here. Just because we have one training around diversity and inclusion does not make us all experts. We require ongoing education to develop the skills necessary for appreciating the diverse identities that comprise the workplace, as well as for effectively incorporating this talent to remain competitive in our respective industries. If we had this all figured out, we wouldn't still be discussing it, and we'd be on to the next learning topic. In 2025, we still face challenges related to discrimination that undoubtedly impact fairness in the workplace, ultimately affecting organizational outcomes.

In summary, we still need diversity and inclusion training. Companies are in business to generate revenue, and to do so, they must have access to skilled talent. Talent must be valued; otherwise, it will exit the organization without contributing to bottom-line goals. A key lever in upholding this dynamic is providing education and appreciation for diversity and inclusion through ongoing training.

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Simone E. Morris is the founder and CEO of Simone Morris Enterprises, a WBENC-certified inclusive leadership consultancy. She partners with Fortune 500 organizations to build leadership cultures where people are equipped, engaged, and performing at their highest level.

📅 Interested in bringing inclusive leadership development to your organization? Book a conversation at callwithsimone.com.