Depoliticizing Language Improves Attitudes Toward Diversity Training

Political debates about diversity, equity, and inclusion (DEI) and internal workplace communication about DEI tend to use a common language. We examine whether decoupling workplace DEI terminology from that used in the political sphere might improve attitudes toward diversity training. Across three experiments and two supplemental studies (total N = 3,209) sampling employed Democrats and Republicans, replacing common DEI terminology (e.g., “diversity”) with carefully matched alternative terminology (e.g., “differences”) in initial framings of diversity training increased Republicans’ pre- and post-training enthusiasm. We identify a mechanism underlying this effect: Alternative framing reduced Republicans’ perceptions of the training’s political bias. Critically, Republicans’ expectations about whether the training would facilitate typical diversity-training goals did not differ by framing, and effects persisted when training content was held constant and only framing varied. These findings suggest that separating training content from politically coded DEI language can improve attitudes toward diversity training.