The world has become a more global and interconnected place that requires individuals to communicate, learn and collaborate effectively and efficiently with others in diverse environments. One of the results of that development is that the need for, diversity, equity, and inclusion (DEI) trainings has increased and trainings have become more common. While there are many different approaches to addressing the different types of diversity, ranging from socio-economic background to sexual orientation, harassment, race, gender, religion, physical/mental ability, homophobia, and age, to name but a few, diversity trainings do often not have as much of a positive impact as we think! Training outcomes are hard to track, and the approach that “one and done” will significantly impact diversity, equity and inclusion thinking and acting and reduce positive change. Moreover, it is common that individuals actually show resistance to DEI trainings, often due to seminars being a requirement, implementation challenges, and, perhaps most of all, a lack of appeal and relevance. Making diversity trainings interesting, relatable, and engaging, with tangible outcomes to participants, might require a different tactic. This presentation will share a different perspective, suggest an alternative approach and fresh content that supports the development of new habits that foster a culture of inclusivity and promotes real change on an individual level.