Organizations widely implement diversity training with the goal of fostering inclusivity and equity. However, diversity training initiatives often adopt a "one-size-fits-all" approach that overlooks the attitudes and readiness levels of individual learners. We advocate for a more tailored approach to diversity training, grounded in the often-neglected person analysis phase of training needs assessment (TNA). We integrate Kanitz et al.’s (2024) recent reaction framework with Avery’s (2011) activism framework to define a typology of likely reactions to diversity training initiatives where trainees may be classified as excited supporters, calm compliers, subtle resisters, or flagrant opponents. Decades of psychological research informs how trainees of these types are likely to react to different kinds of training. We argue that insights from a proper person-level training needs analysis can align training strategies with these reaction patterns. To facilitate doing so, we provide an overview of training types which should better address the learning needs of each classification. Our learner-centered model enhances training effectiveness and helps mitigate known risks of backlash and disengagement, paving the way for sustainable progress in diversity, equity, and inclusion (DEI) goals.
