When it comes to diversity training, is it more important to be a subject matter expert (SME) or someone who is well-versed in training? When hiring a diversity trainer, the question itself is problematic. With a subject as complex as diversity, subject matter cannot be mastered in a matter of days, weeks, or months. In my own case, I attended Colgate University, New York University, and Howard University and at each institution, I majored in sociology and focused on diversity. After earning my doctorate degree at Howard and teaching the subject matter of diversity for more than thirty years, I still feel that I have a tremendous amount to learn about diversity, and that is why I am constantly looking to broaden my knowledge base each and every day.
At the same time, my knowledge of the subject cannot be analyzed apart from my ability to teach the subject. While my knowledge base does not necessarily mean I will be a good trainer or teacher, it is a necessary prerequisite. Diversity is one area in which people can quickly tell if trainers know “their stuff.”
Consider one person’s description of the qualities of a good trainer. Among these are “integrity, a sincere belief in the value of diversity, an authentic attempt to role model diversity even if not perfectly, professionalism, openness, respect and empathy for learners in their efforts to value diversity, and enthusiasm.” Where in the midst of all of these qualities is “knowing your stuff?” Someone who is a “master teacher” or trainer may wow an audience with all types of learning aids, humor, technology, and exercises, but if the presentation lacks substance, it will soon be forgotten.
The next time you consider hiring a diversity trainer or facilitator, do your homework. You might want to consider creating a rubric that includes a wide range of qualities, including those mentioned above as well as experience, educational background and knowledge of subject matter. A background in psychology or sociology tells you very little about a trainer. Meet the trainer ahead of time in order to informally assess his/her demeanor . Not doing a thorough background check on a trainer may very well come back and haunt you.
I think a very serious discussion you should be having on this site is that of Towson university and the potential institutionalization of a white student Union and the ramifications of such a student group. It promotes white supremacy in an already white dominated school and i think is a valuable topic to discuss as they have just had Jared Taylor, a profoundly known white supremist who talks about how diversity is harmful. Here is the link to that speaker. http://www.youtube.com/watch?feature=player_embedded&v=Eb-uvVS123s#!
I agree with your blog – both pieces are necessary. one thing you didn’t mention was contextual knowledge. “knowing your stuff” about the organization / sector / community your dealing with, it’s history and how diversity issues have played out over time, the language, etc. Do you see that being an important factor?
@Kisha. Good point. Knowledge and understanding of organizational culture and the larger community, history, sector are critical. Thanks.