Research
Equity training for managers, by the numbers
Published research shows that well-designed diversity training can change which candidates managers interview and hire, and that managers have less time than ever to absorb it.
Last updated: November 2026 · Published by CRW Diversity
Does diversity training for managers actually work?
It can, when it changes decisions. A field study reported by Harvard Business School Working Knowledge found an explicit diversity training raised the likelihood managers chose women to interview by 12 percent across over 10,000 job requisitions. Equity in Action Practice collects these figures because the Equity in Action Model judges training by outcomes.
Six figures worth knowing
These are published third-party figures, not results from CRW Diversity or the Equity in Action modules. Each links to the page it comes from.
12%
increase in the likelihood that managers chose women to interview, across over 10,000 job requisitions, after an explicit diversity training.
Source: Rethinking DEI Training? These Changes Can Bring Better Results (Harvard Business School Working Knowledge)
13% / 20%
increase in managers choosing non-national candidates for interviews, and boost in hiring of those candidates, after the same training.
Source: Rethinking DEI Training? These Changes Can Bring Better Results (Harvard Business School Working Knowledge)
28% / 41%
increase in shortlisting and in hiring for women from a different country than the job location.
Source: Rethinking DEI Training? These Changes Can Bring Better Results (Harvard Business School Working Knowledge)
47%
of managers say more is expected of them than a year ago (Gartner survey of 2,947 employees and managers, November and December 2025, published April 2026).
Source: 22 Leadership Development Statistics for 2026 (Braintrust Growth, citing Gartner)
~9 hrs
a week, more than 20% of managers' working time, spent on employees' personal and emotional concerns, per the same Gartner survey.
Source: 22 Leadership Development Statistics for 2026 (Braintrust Growth, citing Gartner)
94%
of employees say they would stay at their company longer if there were opportunities for continued learning and development.
Source: 8 Corporate Training Trends Affecting ILT in 2026 (Training Orchestra)
What these numbers mean for equity in action
The HBS study tested a program at a global engineering and telecommunications company with an 80 percent male workforce that aimed to hire more women and members of traditionally overlooked groups. Its results were measured in interviews and hires, which is the same lens the Equity in Action Model applies through Accountability.
The Gartner figures explain why format matters. If 47% of managers say more is expected of them and they already spend about nine hours a week on employees' personal and emotional concerns, long courses compete with real work. That is why each Equity in Action module is short and tied to one decision.
Put the research into practice with equity training for managers, or start at the Equity in Action overview.
Common questions
See all questions in the Equity in Action FAQ- How do you measure progress on equity as a manager?
- Measure outcomes, not intentions. Review who received visible assignments, development, ratings, and promotions over one or two cycles, and look for patterns. Accountability, the fifth element of the Equity in Action Model, asks leaders to set one check they repeat each cycle and share it with their own manager.
- How can busy managers find time for equity work?
- Equity work fits inside decisions managers already make, so it rarely needs a separate block of time. A Gartner survey of 2,947 employees and managers, reported by Braintrust in 2026, found 47% of managers say more is expected of them than a year ago. That is why each module focuses on one small change to an existing decision.
- How is Equity in Action different from DEI training?
- General DEI awareness training typically focuses on concepts, terminology, and individual awareness. The Equity in Action Model includes awareness as its first element, then adds access, advocacy, action, accountability, and empowerment, asking leaders to examine organizational systems and outcomes too. See the full comparison page for criteria and fit.
- Is equity a good or bad thing?
- In the workplace, equity is the goal of giving people fair and equitable opportunities to contribute, grow, and succeed, which supports both people and the business. Debates usually arise over methods rather than the goal. The Equity in Action Model focuses on transparent, practical leadership decisions, such as clear criteria and outcome reviews.
- What are the disadvantages of equity?
- In finance, the disadvantages of equity financing include giving up ownership and control. In workplace equity, the common challenges are practical: it takes attention, it requires looking at uncomfortable outcomes, and it can stall when intentions are not matched by changes to systems. Accountability, the fifth element, exists to address that gap.
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