Despite the increasing number of US corporations that are developing and implementing corporate diversity and inclusion programs, a new study suggests that poor delivery methods of such programs tend reduce their overall effectiveness. When asked to list the flaws of their diversity programs, respondents to the study said that tools were not provided to reinforce diversity training, metrics were not offered to evaluate the effectiveness of diversity initiatives, diversity programs lacked clear objectives, and diversity initiatives failed to adequately address development and advancement. These and other shortcomings identified by respondents in the study have lead to diversity fatigue among employees of companies that have long attempted to implement or have implemented a corporate diversity initiative but have not yet seen tangible results from their efforts.Diversity fatigue is usually felt more among middle management and senior leadership than among typical rank and file employees. Management usually experiences diversity fatigue when diversity officers are relieved of duty when the initiatives they spearheaded fail.In order to avoid diversity fatigue, diversity initiatives must be linked to and drive business results so that employees on all levels of a company can see a clear return on the company’s diversity investment. Diversity training needs to be held to the same standards that other corporate training initiatives are held to and needs to be taken more seriously as a clear goal, rather than as a “feel good” initiative, to prevent diversity fatigue.