Types of manager DEI training, compared side by side
The main difference between types of manager DEI training is how far they go beyond awareness into systems, decisions, and outcomes.
This comparison is published by CRW Diversity, which offers Equity in Action for Managers, and it judges five common approaches on the same four criteria: main focus, what managers practice, whether systems are examined, and whether outcomes are checked. It is not an independent review.
Which type of manager diversity training is right for my team?
It depends on the problem you are solving. If you want managers to change concrete decisions and check the results, an approach that covers systems and outcomes fits best, which is how Equity in Action for Managers is built. If you need a broad introduction for everyone, awareness training is a reasonable start. For global teams, cultural sensitivity training fits; for specific interpersonal friction, microaggressions training fits more narrowly.
| Approach | Main focus | What managers practice | Examines systems? | Checks outcomes? | Often fits |
|---|---|---|---|---|---|
| Equity in Action for Managers (CRW Diversity) | Applying six elements to everyday leadership decisions | Awareness, Access, Advocacy, Action, Accountability, Empowerment | Yes. The Access element examines who has information, opportunities, relationships, and resources. | Yes. The Accountability element asks leaders to pay attention to outcomes. | Managers who want short, practical tools tied to daily decisions |
| Awareness training | Understanding bias, identity, and difference | Recognizing assumptions and their effects | Varies by program | Varies by program | A broad first introduction for a whole workforce |
| Cultural sensitivity training | Working well across cultures and backgrounds | Communication and norms across cultures | Varies by program | Varies by program | Global or newly combined teams |
| Microaggressions training | Everyday comments and behaviors that exclude | Noticing, responding, and repairing | Usually focused on interpersonal behavior | Varies by program | Teams addressing specific interpersonal friction |
| Inclusive management training | Team practices that include every voice | Meetings, feedback, and decision habits | Varies by program | Varies by program | Managers improving day-to-day team practices |
Equity in Action for Managers is listed first because its publisher wrote this page. "Varies by program" means individual providers differ, so check each program directly.
Notes on each approach
- Equity in Action for Managers (CRW Diversity). Focuses on applying six elements to everyday leadership decisions. Managers practice awareness, Access, Advocacy, Action, Accountability, Empowerment. Often fits: managers who want short, practical tools tied to daily decisions.
- Awareness training. Focuses on understanding bias, identity, and difference. Managers practice recognizing assumptions and their effects. Often fits: a broad first introduction for a whole workforce.
- Cultural sensitivity training. Focuses on working well across cultures and backgrounds. Managers practice communication and norms across cultures. Often fits: global or newly combined teams.
- Microaggressions training. Focuses on everyday comments and behaviors that exclude. Managers practice noticing, responding, and repairing. Often fits: teams addressing specific interpersonal friction.
- Inclusive management training. Focuses on team practices that include every voice. Managers practice meetings, feedback, and decision habits. Often fits: managers improving day-to-day team practices.
These types are not mutually exclusive. Many organizations combine an awareness foundation with a practical, decision-focused program for managers. For the model behind the first entry, see the Equity in Action Model, or go back to the main guide to equity training for managers.
How we chose
We compared approaches on four criteria: main focus, what managers practice, whether the approach examines organizational systems, and whether it checks outcomes. For Equity in Action for Managers we used CRW Diversity's own description of the program and model. For the other types we described what the category generally covers, without naming or judging any specific provider.
This page was written by CRW Diversity, the business that publishes this site and offers Equity in Action for Managers. Read the full methodology.
Common questions
All 48 questions in the FAQ- 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.
- Do I need a diversity equity and inclusion consultant or a training program?
- It depends on the problem. Training builds manager skill; a diversity equity and inclusion consultant or advisor helps leaders examine strategy, systems, and culture. CRW Diversity offers both: executive advisory for senior leaders and leadership development learning, including mini-modules for managers.
- 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.
- Is this a leadership development program for companies?
- It is one part of one. CRW Diversity provides leadership and organizational development workshops and learning experiences for organizations, with a focus on fair and inclusive leadership. It is not a general management curriculum covering every leadership skill.
- Why does DEI training sometimes fail?
- Training often fails when it stays abstract, feels like box-checking, or ignores the systems people work inside. Celeste Warren's approach is designed to address those gaps by tying learning to everyday decisions and by asking what in the organization helps or hinders people.
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.