• About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
Search
Contact us
Menu

Home › Research › Assessing the Impact of Diversity Workshops – Do They Make a Difference?

Assessing the Impact of Diversity Workshops – Do They Make a Difference?

  • March 1, 2013

Although organisations invest considerable time, effort and resources running diversity workshops, they often pay relatively little attention to assessing their effectiveness. Yet this stage is critical if diversity is going to move away from simply seen as simply a politically-correct thing to do.

In fact, evaluation of the impact of the programme is in many respects just as critical as putting a programme in place to start with. Given the monumental amount of research that has gone into establish the business case for diversity and managing diversity effectively, evaluating the impact of diversity should be relatively simple and demonstrate clear benefits.

So this document outlines some key steps to evaluating the genuine, longitudinal impact of diversity workshops in an attempt to encourage everyone involved in these programmes to be more demanding of, and confident in, what the programme can achieve.

Step 1: Move beyond the Happy Sheets

Most diversity workshop evaluations merely assess qualitative feedback from participants. However, someone’s immediate reaction to the workshop does not necessarily relate to their learning or eventual job performance.

Step 2: Identify a relevant evaluation model

A multi-dimensional approach provides a more reliable measure of whether the workshops have been effective in achieving organisational aims and in identifying areas for future development. The most common model in use is the Kirkpatrick Four Levels of Learning Evaluation, and there are plenty of guides available to support this method of evaluation.

Download the full report here

Stay ahead of the game.

Get the latest on DEI, effective recruitment, and leadership development direct to your inbox.
Privacy policy(Required)
This field is for validation purposes and should be left unchanged.

Related Posts

a shot of tree trunks of various shapes and sizes with rings to indicate different ages
  • Research

Age Discrimination At Work (2024)

Authored by Professor Binna Kandola OBE, Pearn Kandola’s Age Discrimination at Work (2024) report is a comprehensive study in which...
Building
  • Research

Antisemitism and Islamophobia at Work (2024)

Pearn Kandola’s Antisemitism and Islamophobia at Work report (2024) is a comprehensive study in which over 1000 Muslim and Jewish...
Image of a yellow paper plane outside of a box alongside three plain paper planes inside boxes to demonstrate diversity of thought
  • Research

Neurodiversity At Work Report 2024

Pearn Kandola’s Neurodiversity At Work Report (2024) is a comprehensive study which surveyed 600+ neurodivergent individuals employed in the UK....
Image of Westminster in the leadership profiles of Rishi Sunak and Keir Starmer
  • Research

Rishi Sunak & Keir Starmer – Leadership Profiles

Furthering our recent articles assessing the performance of the prominent party leaders in the UK’s general election televised debates, Professor...
  • Research

Refugees at Work: Employers’ Experiences

Introducing the Pearn Kandola’s ‘Refugees at Work Report: Employers’ Experiences’, a comprehensive study conducted from 1st March to 6th March...
  • Research

Refugees’ Experiences at Work

A refugee or a displaced person is someone who has been forced to flee their home or country for political,...

Free Consultation with a Business Psychologist

Talk to us to discuss your needs.
Book an Appointment
14 years’ experience
Jonathan Taylor, Managing Psychologist

Book Your Appointment Today

(Required)
This field is for validation purposes and should be left unchanged.
Terms & Conditions

Privacy Policy

Cookie Policy

Site map

Making The World Fairer

© 2025 Pearn Kandola LLP

© 2015-2024 Pearn Kandola LLP. All Rights Reserved.
Pearn Kandola and the Pearn Kandola Logo are registered trademarks of Pearn Kandola LLP.

Join our exclusive two-part Pride & Talent Management webinar series with Professor Binna Kandola OBE!
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
Search