Companies that engage in a culture of adherence to the ideologies imparted through diversity training establish a competitive environment (Ongori and Agolla 73). The competitive environment results from a brilliant decision-making process aimed at marketing the company's products to foreign communities. Through diversity training, businesses understand the different needs of their potential customers. This is discovered when a company sends its employees to local or foreign communities to learn their culture and study the particular needs of that community. For example, banking transcends many communities that have different beliefs regarding banking. Muslims have different banking beliefs than Christians. During a decision-making process, a Muslim may intervene or approve a certain strategy that a company wishes to implement among Islamic customers. The decision taken will therefore be very valid and will have taken into account the requirements of the Islamic community. It will be the same for a Christian. Thanks to this effect, culturally heterogeneous work groups produce better results than those that are not. Looking at competitive advantage from the perspective of women and other minor groups involved through affirmative action, you find that these groups of people have very different special needs than other members of society and have significant representation of each category in the decision. the process of manufacturing products aimed at them can be the best idea for any business to implement. Therefore, a culturally multi-diverse organization produces high-quality products, which helps businesses build customer loyalty. Because the organization employs diverse people, everyone has an important role to play in creating a strong diversity training program. It is undeniable that in this era of globalization, diversity management and training are not an option for any company wishing to globalize. It is important that companies abandon their defensive approach to complying with diversity regulations, but instead be very proactive in establishing and supporting these programs because, seen, the benefits outweigh the harms . As much as the success of managing diversity training depends on the commitment of the manager and the costs involved, it is important to note that the approach taken determines the outcome and the acceptance of the employee determines the survival of the practice. Finally, diversity training is a tool which, if well maintained, has the capacity to make each employee optimally productive and thus transforms the performance of the organization.