How this guide forms its recommendations
Recommendations on this site come from CRW Diversity's own program descriptions, published research with linked sources, and a fixed set of comparison criteria.
CRW Diversity publishes this site and offers Equity in Action for Managers, so this guide is not independent. This page explains how its comparisons and guidance are formed so readers can weigh them.
How are training approaches compared on this site?
Every approach is judged on the same four criteria:
- Main focus: what the approach is mainly trying to change.
- What managers practice: the skills or habits it builds.
- Examines systems: whether it looks at policies, practices, and access to opportunity, not only individual behavior.
- Checks outcomes: whether it asks leaders to look at results.
Sources we use
- About CRW Diversity and its programs: the business's own descriptions on crwdiversity.com.
- About training categories: what each category generally covers. We do not name or rate individual competitors.
- Statistics: published research and reports, quoted as published with links, such as Harvard Business School Working Knowledge. We never present a third-party figure as a CRW Diversity result.
What we do not do
- We do not publish ratings, rankings by score, or reviews we did not receive.
- We do not state prices, program lengths, or module counts that CRW Diversity has not published.
- We do not claim this guide is independent or audited.
- We do not promise specific outcomes from any training.
Where a detail is unknown, pages say so and point to the contact form on crwdiversity.com. See the comparison page or the main guide to equity training for managers.
Common questions
All 48 questions in the FAQ- What should I look for in the best DEI consulting firms?
- Look for practitioners who have led the work inside an organization, a clear model you can apply, attention to systems as well as individuals, and a focus on outcomes. CRW Diversity offers Celeste Warren's 28 years of Fortune 100 experience and the Equity in Action Model; compare any firm on the same criteria.
- How is Equity in Action for Managers different from awareness training?
- Awareness training mainly builds understanding. Equity in Action for Managers treats awareness as the first of six elements and adds access, advocacy, action, accountability, and empowerment, so learning connects to specific decisions and to outcomes. See the comparison table on this site for the full side-by-side.
- How should we measure whether manager equity training worked?
- Look at outcomes, not attendance. The Accountability element asks leaders to pay attention to results. Useful signals include who receives stretch assignments, how ratings and promotions are distributed, and who is invited into key meetings, tracked before and after training.
- How much does equity training for managers cost?
- This site does not list prices, and CRW Diversity does not publish fees for its advisory, workshops, or speaking. Costs for manager training generally depend on format, group size, and customization. For current pricing on the mini-modules or engagements, use the links or contact form on crwdiversity.com.
- Does diversity training for managers actually change behavior?
- Some does. Harvard Business School Working Knowledge reports a field study where explicit diversity training led to a 12 percent increase in the likelihood that managers chose women to interview, across over 10,000 job requisitions. Design and follow-through matter.
Leading the culture your managers work inside?
Celeste Warren offers executive advisory, a confidential thought partnership for executives navigating leadership, culture, talent, and organizational challenges.