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In our high tech, high speed, do-it-now world, there is a tendency to “McDonaldize” diversity training.  Diversity training cannot be rushed; cultural intelligence cannot be taught in the span of an hour, a day, or even a week.
Given the complex and potentially volatile nature of diversity training, how do I approach it?

1. Goals must be clear at the outset, and relate to the organization’s bottom line.
2. Diversity training is inclusive.  It is not about us studying and learning about them.  Rather, we are all a part of this process. learning about ourselves, our relationships with others, and the larger world in which we live.
3. Diversity training is a nonlinear, interactive process. 
4. Attitude is key.  Without the commitment and motivation of participants, training is a waste of time.
5. Effective training is not a stand-alone event.  Rather, it is integrally connected with other organizational areas/departments.
6. Strong leadership support is essential.  Otherwise, participants will not view training as an organizational priority. 
7. Assessment of training allows the organization to identify whether training is meeting its goals, and how training might be tweaked and improved in the future.
8. What participants take from the training and their ability to apply what they learned is of paramount importance.
9. Training will focus on both the mind-set and skill-set needed to appreciate, understand, and leverage diversity.
10. We all do not learn in the same way.  Diversity training should reflect that.  Consequently, I use a variety of proven, interactive methodologies.

Lastly, diversity training can take the form of a workshop or a series of workshops; and/or  it can be integrated into other training programs such as “Building High-Performance Work Teams, or “Improving Customer Service.”   Possibilities abound.  For instance, I know of several hotel  chains that incorporate diversity training into their daily orientation at the beginning of each shift.