how to make dei training engaging and impactful
- reframe52
- 19 minutes ago
- 9 min read
Many workplace DEI trainings still struggle to make a lasting impact. Employees attend because they’re required to, click through the slides, pass the quiz, and move on. The result? Training becomes a formality- attended, completed, and quickly forgotten. A 2024 review published in the Journal of Occupational Health Psychology found that one-time or passive diversity training rarely produces measurable behavioral change, mainly because it doesn’t actively engage learners or directly connect to fundamental workplace dynamics.
This is why engagement matters. When employees feel valued in the content or treated as active participants, they’re more likely to internalize or apply inclusive behaviors. A 2025 review noted that disengagement and symbolic action can actually undermine trust and fuel backlash, whereas meaningful engagement fosters shared responsibility and commitment across teams.
Engagement is the bridge between awareness and action. When learners feel empowered and involved in the content or treated as active participants, they're more likely to internalize or apply inclusive behaviors.
In this guide, we explore five research-backed strategies that are proven to make DEI training more engaging and impactful. These approaches help create learning experiences that resonate, stick, and drive actual workplace change.
table of contents
1. seek dei champions across your organization
One of the most effective ways to strengthen DEI engagement is to empower internal champions — people across your organization who believe in the work and are willing to advocate for it — because they significantly influence ongoing participation and help sustain momentum over time. These champions play an essential role in shifting DEI from an isolated initiative to a shared cultural priority, helping deepen involvement and embed DEI into daily practices.
Champions can come from anywhere: executives who set the tone, mid-level managers who shape daily team culture, or peer influencers whom employees naturally trust. What matters most isn’t formal DEI expertise — it’s curiosity, credibility, and openness. The most effective champions are those who acknowledge what they don’t know, ask thoughtful questions, and model a willingness to learn publicly. When leaders show vulnerability, share their own challenges, or discuss moments when they’ve had to unlearn habits, it signals to others that DEI growth is not about perfection. It’s about progress and building trust.
Organizations can strengthen their champion networks by providing structured support. This may include messaging toolkits, facilitator guides, or talking points that help champions communicate consistently and confidently. Ongoing microlearning opportunities also help reinforce skills and deepen understanding over time. Visibility is equally essential; when employees consistently see DEI behaviors modeled in meetings, communications, and decision-making, trust grows and participation increases.
A 2025 peer-reviewed scoping review found that organizations experience significantly less DEI resistance when employees observe leaders actively participating in the learning process rather than outsourcing it or framing it as a mandate. When leaders model engagement, demonstrate vulnerability, and embody inclusive behaviors, DEI becomes a shared responsibility instead of a compliance task. This shared ownership fosters higher commitment and reduces backlash, creating conditions where DEI engagement can thrive.
how reframe52 helps:
reframe52 equips internal champions with ready-made communication kits, discussion prompts, and engagement tools that make advocacy easier, more consistent, and more impactful across your organization. |
2. design training for your organization’s unique needs
One of the most common reasons DEI training fails to gain traction is that it’s too generic. When employees feel like content could apply to any company — or worse, that it has nothing to do with their daily reality — they disengage quickly. A 2024 systematic review found that DEI programs are significantly more effective when they address specific, context-driven challenges rather than relying on generalized theory or broad definitions of diversity. In short, employees connect best with content that reflects the actual situations they navigate at work, which helps sustain their engagement and trust in the training process.
To personalize DEI learning, start by gathering meaningful data. Surveys, listening sessions, and focus groups help identify patterns in communication, collaboration, equity barriers, or team dynamics. Climate assessments offer insight into experiences across identity groups or departments. These insights can then be used to shape the content of your training- ensuring that examples, case studies, and discussion prompts feel directly relevant. Aligning scenarios with your organization’s values, mission statements, and equity goals reinforces the idea that DEI is part of your culture, not a standalone initiative.
A peer-reviewed review of diversity training research found that programs are significantly more effective when they are aligned with specific organizational needs and when examples mirror the actual situations employees face. The authors emphasize that context-relevant scenarios, role expectations, and organizational alignment increase employees’ willingness to internalize new concepts and apply them in their daily interactions.
This research shows that “train transfer” — the degree to which learners use new skills on the job — is much higher when the learning environment aligns with workplace realities. In other words, when training reflects fundamental team dynamics, communication patterns, and role-specific challenges, employees trust it more, engage more deeply, and are more likely to incorporate inclusive behaviors into their workflow.
Personalization can take many forms depending on the industry or workforce makeup.
For example:
Global teams may benefit from modules on cultural intelligence, communication styles, or time-zone collaboration.
Healthcare teams may need scenarios addressing compassion fatigue, patient bias, or interdisciplinary communication.
Education teams may require content on linguistic diversity, family engagement, or culturally responsive teaching.
Corporate or hybrid teams may need examples related to remote collaboration, feedback equity, or meeting dynamics.
Tailoring DEI training demonstrates respect for employees’ lived experiences — one of the strongest predictors of engagement and buy-in. When people see themselves reflected in the learning, they’re far more likely to participate fully and carry insights into their daily work.
how reframe52 helps:
reframe52 creates customized learning journeys aligned with your organization’s industry, workforce demographics, and cultural realities, ensuring every lesson feels personal, credible, and relevant. |
offer a variety of learning formats
Practical DEI training acknowledges one core truth: people learn in different ways, at different paces, and in various environments. Offering multiple learning formats — virtual, in-person, and self-paced — ensures that every employee can access content in a way that aligns with their comfort level, schedule, and preferred learning style. This multimodal approach also increases retention and reduces barriers that often limit participation, particularly in distributed or hybrid teams.
microlearning is essential
Integrating microlearning strengthens this flexibility. Short, focused lessons make it easier for employees to engage with DEI concepts consistently rather than relying on a single annual session. Microlearning also supports spaced repetition, which research shows is essential for long-term behavior change. Whether delivered as a five-minute video, a quick scenario-based quiz, or a brief reflection prompt, microlearning helps reinforce skills in manageable, everyday moments.
accessibility matters
Accessibility must be a foundational design principle, not an afterthought. DEI content should be mobile-friendly for field staff, available in multiple languages, and compliant with ADA digital accessibility standards — including captions, transcripts, readable font structures, alt text, and screen-reader compatibility. Embedding universal design principles ensures all learners, including those with disabilities, can fully participate.
balance passive vs active learning
A balanced mix of passive and active learning deepens both understanding and application. Passive formats such as short videos, articles, and podcasts efficiently introduce foundational concepts. Active formats- roleplays, simulations, interactive case studies, group discussions, and guided practice- allow learners to apply knowledge, build confidence, and translate awareness into real-world action. Combining both types mirrors how adults naturally learn: absorb information, then test and practice it.
leverage technology
Technology plays a critical role in making this multi-format ecosystem seamless. Modern learning platforms can deliver content across devices, personalize learning journeys, and track progress over time. Interactive tools, polls- scenario branching, real-time chat, auto-captioning, and adaptive pathways- create engagement that feels relevant, timely, and convenient.
how reframe52 helps:
reframe52 is built with a multimodal, modular design at its core. The platform delivers DEI learning through videos, microlearning modules, discussion prompts, interactive scenarios, and downloadable tools — each adaptable to hybrid, remote, or global teams. This versatility ensures organizations can meet learners wherever they are while maintaining consistency, quality, and accessibility across all formats. |
encourage feedback and real-time interaction.
DEI training is most effective when employees actively participate rather than passively observe. Participation transforms learning from a one-way information exchange into a shared experience that strengthens understanding and application. Research shows that reflective dialogue, peer engagement, and scenario-based exploration significantly increase learners’ confidence, empathy, and practical skill-building. When employees interact with the material — and with each other — they process concepts more deeply and begin connecting them to real workplace situations.
To support this, build intentional opportunities for real-time interaction into every session. Small-group discussions, Q&A segments, live polls, reflection prompts, anonymous question boxes, and collaborative breakout rooms give participants multiple ways to engage, regardless of their comfort level or communication style. These approaches shift the learning environment from “being taught” to “learning together,” fostering trust, normalizing curiosity, and reducing the pressure to have the “right” answer.
Gathering feedback is equally critical. After each session, use short surveys or pulse checks to capture immediate reactions and identify areas for improvement. Research from BetterUp highlights that structured, real-time feedback loops strengthen psychological safety and improve the quality and impact of learning programs by allowing organizations to refine their approach rapidly. When employees see that their feedback leads to visible changes, engagement and trust naturally grow.
It is also essential to reinforce that uncertainty is part of the learning process. DEI topics often introduce complexity, discomfort, or unfamiliar language. Communicating that it is acceptable not to have all the answers encourages honest reflection and reduces fear of judgment.
how reframe52 helps:
reframe52 supports continuous interaction by embedding discussion threads, reflection prompts, live engagement tools, and built-in pulse surveys directly into the learning experience. These features help teams stay connected, share insights, and sustain momentum long after the session ends. |
approach the training with a growth mindset.
DEI training is most effective when it is framed as an ongoing learning journey rather than a test of personal beliefs or values. When organizations position DEI development this way, employees experience less defensiveness and feel more open to growth. Research on growth mindset shows that people are more willing to engage, experiment, and improve when they believe skills can be developed over time and that mistakes are part of the learning process rather than personal shortcomings.
This mindset encourages curiosity, reduces fear of “getting it wrong,” and creates space for deeper reflection. When paired with psychological safety — an environment where individuals feel safe to ask questions, share perspectives, and learn without judgment — employees are far more likely to approach DEI topics with openness and sustained commitment.
Embedding a growth mindset means normalizing behaviors that support long-term learning, including not knowing the “right” answer, making mistakes, asking questions, reflecting on biases, and embracing slow but steady progress. When employees understand that DEI learning is iterative, they become more curious, reflective, and resilient. This shift is significant in diversity education, where conversations can surface discomfort or uncertainty.
Leadership plays a pivotal role in cultivating this environment. When leaders model growth — by acknowledging missteps, sharing what they are learning, or inviting honest dialogue — they signal that DEI work is not about perfection. Instead, it is about commitment, practice, and continuous improvement. This modeling creates psychological safety, encouraging employees to engage more deeply and authentically.
how reframe52 helps:
reframe52 integrates growth mindset principles throughout its modules, using reflection prompts, scenario-based learning, and psychologically safe discussion practices to make DEI learning approachable, motivating, and sustainable. By reinforcing progress over perfection, the platform helps employees view DEI development as something to embrace — not something to fear. |
conclusion
Engaging DEI training is built on connection, relevance, and shared responsibility- not checkboxes. When organizations activate internal champions, personalize content, blend learning formats, encourage interactive dialogue, and adopt a growth mindset, DEI training becomes meaningful, memorable, and genuinely transformative.
These research-backed strategies help shift DEI learning from a one-time requirement to an ongoing cultural investment. When employees feel included in the process, they stay curious, participate more fully, and apply inclusive behaviors more consistently.
If your organization is ready to build DEI training that resonates, is practical, and lasts, reframe52 is prepared to partner with you. Together, we can create learning experiences that empower your workforce and strengthen inclusion at every level.
References
Aguinis, H., & Kurtessis, J. N. (2024). A systematic review of workplace diversity training effectiveness: Moving beyond awareness toward behavior change. Journal of Occupational Health Psychology. https://doi.org/10.1037/ocp0000364
BetterUp. (2023). How continuous feedback drives psychological safety and performance. BetterUp Labs. https://www.betterup.com/blog/psychological-safety-feedback
Bezrukova, K., Spell, C. S., Perry, J. L., & Jehn, K. A. (2016). A meta-analytical integration of over 40 years of diversity training evaluation research. Psychological Bulletin, 142(11), 1227–1274. https://doi.org/10.1037/bul0000067
Devine, P. G., & Ash, T. L. (2022). Diversity training goals, limitations, and promise: A review of the multidisciplinary literature. Annual Review of Psychology, 73, 403-429. https://doi.org/10.1146/annurev-psych-020821-015004
Dweck, C. S. (2016). Mindset: The new psychology of success. Random House. https://books.google.com/books/about/Mindset_Updated_Edition.html?id=ckoKDQAAQBAJ
Mihaylova, I., & Rietmann, K. (2025). Diversity, equity, and inclusion at a crossroads: A scoping review of the characteristics of its workplace backlash. Journal of Sustainable Business, 10, Article 18. https://doi.org/10.1186/s40991-025-00122-5
National Center on Universal Design for Learning. (2018). Universal Design for Learning guidelines version 2.2. http://udlguidelines.cast.org/
Wang, M. L., Gomes, A., Rosa, M., Copeland, P., & Santana, V. J. (2024). A systematic review of diversity, equity, and inclusion and antiracism training studies: Findings and future directions. Translational Behavioral Medicine, 14(3), 156-171. https://doi.org/10.1093/tbm/ibad061 (pubmed.ncbi.nlm.nih.gov)
Wang, M. L., Gomes, A., Rosa, M., Copeland, P., & Santana, V. J. (2023). A systematic review of diversity, equity, and inclusion and antiracism training studies: Findings and future directions. Translational Behavioral Medicine, 14(3), 156-171.
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