As I continue my research for my second book, Unsustainable: Why Our Workplaces Aren’t Working and What to Do About It, I have been watching some old workplace training videos. Some of them are laughable. Others are cringeworthy. Yet all of them had similar goals: reduce the likelihood of the employers getting sued. Today’s training videos still consider these goals, yet they can often be more effective and aspirational. We recognize the power of workplace training to transform spaces outside of work.
Although these old workplace training videos have been retired, it is helpful to revisit them–for training purposes. Let’s take a look at a few throughout the past decades, remembering that before these there were no videos and few discrimination prevention trainings, if any.
Subtle References Grounded in Hidden Biases
In one of the workplace training videos I reviewed, the content itself was focused on important behavioral principles. Acknowledging that there are several steps our brains take almost subconsciously when preparing for difficult conversations, the overall messages were powerful. Yet some of the examples were dated. There were subtle generalizations about “women” and people from specific countries. The comments were not overtly offensive. In fact, the trainer chose stereotypes that most people would find flattering. Yet these assumptions seem inconsistent with the ways we address today’s diverse workforces. Rather than assume that all people assigned female at birth have the same communication, management, or work styles, we now know we must look at individual behaviors and do so as objectively as possible.
Broad Generalizations in Training Videos
My research took me back to a different era, one I started my management career in. At that time, conversations around women in leadership often veered into discussions about inherent differences in management styles between men and women. There was this underlying notion that our biology dictated how we lead. I couldn’t easily find workplace training videos that showed this, but I remember quite well the:
- Sex-based dress codes and policies
- Tendency of employers to steer women toward lower paying jobs with less power
- Frequent comments about me and my female peers in leadership roles
While there might be some nuances influenced by biological factors, I think our understanding has evolved significantly. We now largely recognize that differences in leadership styles are primarily a result of socialization. That’s a powerful realization because socialization can be unlearned, enhanced, and transformed. It is fluid and varies immensely across all gender identities.
The Progress Not Yet Made
Watching these old workplace training videos served as a potent reminder of how far we’ve come. It also underscored the ongoing challenges of our work in fostering truly inclusive and equitable workplaces. Yet, amidst that reflection, I felt a surge of hope. It felt like confirmation that we are, indeed, on the right track.
This past week has been particularly intense for me. I’ve been working with several high-level employee clients who are navigating incredibly difficult situations. Despite positive performance reviews, exceptional project results, and much support from many people in their workplaces, they are either facing termination or under investigation for alleged discrimination because of single complaints. These cases often involve conflicts between protected classes, a reality that has become a significant part of my practice.
The conversations surrounding these issues can be messy, uncomfortable, and emotionally charged. But here’s the crucial point: we won’t get any better at navigating these complexities if we don’t have these conversations. We must create spaces where complete apologies can be offered and accepted, where forgiveness can pave the way for healing, and where mutual respect is the unwavering foundation. Every human being has biases that can cause them to be insensitive, inconsiderate, and even harmful. Fortunately, not every microaggression, joke in poor taste, or thoughtless comment causes harm or warrants formal complaints. We’re slowly learning to choose our battles so we can win the war against discrimination and unfairness.
The Workplace Training Videos We Need Now
What our workplaces need is a conscious and intentional shift towards compassion, genuine healing, and leadership rooted in empathy and understanding. There’s no room for power grabs, the destructive force of mob rule, or the isolating effects of cancel culture. We need more than knowledge delivery because we know it’s wrong to bully, discriminate, and harass. The workplace training videos we need now must help employees and managers reinforce commitments to:
- Continuous learning
- Open dialogue
- Mutual respect
- Collaboration
- Sustainable solutions to age-old problems
The journey isn’t always easy, but the direction is clear, and the potential for positive change is immense.