Awareness is a first step, but alone is insufficient. Or, they may feel personally blamed for creating the inequities often encountered by minority-culture employees. In short, they perceive that their self-interests are threatened. When self-interest is threatened, defensiveness is automatically and instinctively aroused. When we feel defensive, we naturally resist the threat.
Resistance can take many forms.
To be sure, cultural awareness training can be a powerful and enlightening experience for those who wish to learn. It may not be so for those on whom it is thrust. The program design may imply that minority-culture members already know plenty about the dominant culture's norms and values. This bias may or may not be intended. Even when intended, it may not be explicitly stated by the seminar leader, hoping instead to bring change in a Trojan horse.