Workforce diversity is a familiar topic in talent development. Many of us have designed, developed, or facilitated diversity training intended to raise awareness and influence values related to tolerance, acceptance, respect, inclusion, and the like. That type of diversity training typically falls into what Benjamin Bloom called the affective domain.   But the majority of training in most organizations falls into the cognitive domain of Bloom’s Taxonomy, which is where employees learn job-related intellectual knowledge and skills, facts, concepts, and procedures. Why then do some talent development professionals seem to give little consideration to cultural differences when they design, develop, or deliver technical, operations, or soft skills training?