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Problem: After a recent argument (let's say heated debate or irreconcilable differences) at the AngryDude Packing Co., mandatory cross-cultural and diversity training has been deemed necessary. All old and new employees are now required to take a self-directed six-week long e-learning course designed to help them construct holistic and wholesome ideas about working with other people.
The course itself was designed by an external consultant who worked with subject matter experts (SMEs) to determine what the best course of action could be. It contained some great reference material and put pressure on learners to accept others, having them reflect on their past experience with people from other backgrounds, discuss what they see as strengths and weaknesses of their colleagues from varying cultures and question the value brought to an organization by having inclusive practices.
The executives who brought in the consultant and who were the primary SMEs were surprised that the course had mixed outcomes. AngryDude saw very little improvement in worker morale and somehow the arguments escalated, cliques started to form and employees started taking more sick days or quitting.
Why did the training program fail?
How would you improve the training program?
What would you propose to AngryDude Packing Co. so they could make their diversity and cross-cultural training more effective?
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