The Perceived Role and Expectations of Diversity and Inclusion Trainers

Abstract

In this study, “critical allyship” is defined as a critical approach to implementing strategies that promote the awareness, attitudes, and actions needed to support individuals and communities subjected to an ongoing history of marginalization and discrimination. This concept was used to examine the perceived roles and expectations of diversity and inclusion (D&I) trainers who self-identify as White and work for a corporate organization. The data consisted of 16 in-depth interviews analyzed using an interpretative phenomenological analysis (IPA) approach. The findings suggested that the participants’ racial identity and job responsibility present challenges and opportunities to practice critical allyship on an individual and organizational level. The participants described challenges concerning how the performance of diversity and inclusion trainers are evaluated, and how diversity and inclusion work is different from antiracism initiatives. The participants also explained how their personal development and ongoing journey of understanding White privilege and White supremacy has helped them guide the learning and development of their White colleagues. The teaching and support the participants receive from their Black, Indigenous, and other People of Color (BIPOC) colleagues was also acknowledged as an invaluable resource to help build their confidence and competence as a White ally and D&I trainer. In addition to the insights disclosed by the participants, this study also offers recommendations for future studies related to race-conscious diversity, equity, and inclusion outcomes in the workplace.