How to Opt Out of Diversity Training at Work
In today's corporate environment, diversity training is now commonplace. The training hopes to increase diversity in the workplace and educate employees about the differences they might encounter in others they work with. However, research by Princeton, Yale and Columbia Universities now question whether or not diversity training is effective. In fact, some research suggests that diversity training is actually harmful to the diversity level of the organization. If you want to opt out of diversity training in your workplace, you'll need to cite valid reasons why.
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Instructions
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Organize your reasons for objecting to diversity training. Prepare a written document or an oral argument expressing why you desire to opt out of the diversity training.
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Detail research findings, including facts like voluntary programs in diversity are more effective than mandatory programs, diversity programs that include discussion of harrassment lawsuits are less effective than those that don't, and most diversity programs have reduced the number of senior level minorities and women.
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Propose alternatives to the diversity training that have proved more effective. Examples include mentoring programs for minorities or creating a senior-level task force whose responsibility is to examine and amend hiring and promotion practices.
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Tips & Warnings
If the diversity training program in your organization is mandatory, ask if anyone has evaluated the program's effectiveness. If not, suggest that the organization do so before requiring additional employees to attend.
Be aware that objecting to diversity training could cause you to be perceived as being in objection to diversity itself. Make it clear in your argument that this is not the case; otherwise you will most likely be required to go to the training anyway.
References
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