What’s Wrong With Diversity Training?
The Need for a New Model
By Caleb Rosado, Ph.D.
Since the 1970s, but increasingly from the mid-1980s, consultants have been addressing the issues of
workforce diversity, prejudice, discrimination, sexism, and racism as social cancers eating away at the
heart of America and world society, while attempting social surgery.
It is apparent that all this training in diversity and human relations is not having the much
anticipated results for a more inclusive workplace and caring society.
Rather, one group, threatened by a perceived loss of power, exercises social, economic, political,
and religious muscle against the Other to retain privilege by restructuring for social advantage.
In some settings tensions have been increased instead of lessened.
• World renowned corporations, even after much diversity training, still retain patterns of privilege
and practices of discrimination that result in mega lawsuits.
• What’s the problem? Why the difficulty in creating ethical, equitable, efficient environments?
• Could conventional diversity training programs be part of the problem, such that the medicine
aggravates the disease?
If so, where lies the solution?
The Rationale of Biology and Race:
There is no biological basis for racism. Biologically there are no human racial categories, only variations
of one humanity where every person on Earth has only between 30,000 to 40,000 genes, as opposed to
the 100,000 that was once believed, and shares 99.99% of the same genetic code with all other people.
Ricki Lewis, in The Scientist (16:16, Feb. 18, 2002), states: “The Human Genome Project has so far
revealed that what people consider racial differences comprise only 0.01% of the body's estimated
35,000 genes.” So why do diversity trainers keep focusing on the one-tenth of 1% of biological
differences, such as skin color and other forms of physical differences, as if these were the source of the
problem. Roger Bastide lon