A photo of 4 diverse individuals standing next to each other side by side and arms around each other smiling and looking at the camera. They are wearing different coloured shirts but each person has a letter on the shirt and the 4 letters spell "TEAM" in capital letters. The background is blurred but obviously a park with lots of green grass and trees.

Here’s why JEDI Trainings at Work Often Fail

Justice, equity, diversity, and inclusion trainings often fail.

This isn’t a knock at the trainers or the organizations that offer these – AndHumanity included – but creating true cognitive-behavioural change isn’t as simple as delivering knowledge. How the knowledge is delivered and how the recipient receives it is paramount (among many other things).

How many times have you found yourself inspired after a training session only to not have the tools nor the time/resources to implement any of those learnings? How many times have you felt inspired – but not truly empowered – to take the next step? We’re going to assume the answer is “a lot”.

That’s why we loved reading this research paper by William Cox, which explains how the average JEDI training uses the “information deficit model” ie. “top-down approaches” when in actuality, they should be using empowerment-based approaches instead.

To help resolve this issue, we’ve developed our own unique requirements and processes for our trainings, including follow-up “office hours” and interactive workshops / activities among many other adjustments to help make our trainings more empowering for our participants. To learn more, reach out to us here!

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