McDiversity Training

George Ritzer, a sociologist at the University of Maryland, coined the term McDonalization to refer to the growing trend in organizations and the larger culture to possess the characteristics of a fast food restaurant. Increasingly, diversity training is being McDonalized; that is, marketed as something that is quick, predictable, and easily taught.
One diversity expert offers a two-day course that is described as an excellent way of acquiring the cultural competencies workers need on their jobs. By taking this course, workers will develop an “in-depth understanding of other cultures.” Others purport to do the same thing through card games, board games, multimedia presentations, storytelling, and various other methods that tend to treat diversity training as knowledge that is simply absorbed.
When diversity training is McDonaldized, it inevitably leads to considerable resistance that may take the form of outright hostility, passivity, or even non-participation. It creates the illusion that competency in this area can be attained in the span of hours or perhaps days. Nothing could be further from the truth. Beware of programs that promise too much. Diversity training requires time and commitment, both on an individual and organizational level. Moreover, factual knowledge is not nearly enough. Rather, participants need time to digest, reflect, discuss, question, and apply what they learn. Simply put, do your homework and avoid those programs that sound too good to be true. They are.