Forward-thinking corporate leaders today are actively working to reduce workplace biases and social barriers. This is a good thing. It encourages diversity, equity, inclusion (DEI), to hold corporations accountable and help employees have a better future. You can learn and train to develop inclusive behaviors and practices.
DEI training is vital to ensure that all employees have a safe, equitable environment. It can be used to uncover biases and correct unfair hiring and developmental practices. It can benefit your company’s culture and increase your growth potential.
Training is just one piece of a larger DEI puzzle. A few courses won’t be enough to make a significant impact on DEI within an organization. Training can be a key component of your overall strategy if it is combined with other DEI initiatives like mentorship programs and workforce education.
Let’s take an in-depth look at DEI training.
What is diversity and equity training?
Employees at all levels can learn diversity, equity and inclusive training to help them better communicate with others from different backgrounds. It will help employees to be more aware and have the skills to support those who are marginalized and to foster an environment that is safe, fair, and inclusive.
Company benefits of DEI-training
DEI training should always be viewed as a human matter, since diversity, equity, inclusion, and inclusion all fall under the umbrella of human issues. DEI is also beneficial to the general public, with a variety of business benefits.
Businesses with higher employee engagement due to better DEI can be as much as 21 percent more profit-making than organizations without. DEI helps reduce harassment in the workplace, which is an issue that can cost companies 7.6 million dollars each year. Global Diversity Practice’s other statistic shows how diversity can help drive industry innovation. It is evident that teams made up of diverse people make better decisions and are more likely to succeed 87 percent.
Who should be involved in DEI Training?
Every employee in your organization should receive DEI training. The workplace diversity is often low among senior leaders and managers, and these people are often the most influential in the organization. Your leadership team should be active participants in DEI initiatives.
What topics should diversity, equality and inclusion training cover?
These topics provide some DEI competencies that can be prioritized for building.
– Cultural humility is the ability to challenge biases, prejudices and inadequacies at work (including one’s)
– Social identity awareness: Understanding who you are is dependent on what groups you belong to.
– Challenge structural inequalities: Institutional structures that offer advantages or disadvantages to employees based on race/identity
It is important to look at your company and find areas that need improvement. Each company will need different training.
Types Of Diversity, Equity and Inclusion Training
Different types and levels of DEI training may be utilized to meet different organizational needs depending on their culture. Training can help reduce bias or unfair behavior and cultivate empathy and understanding.
Glen Guyton, cultural competency advocate and trainer of DEI tactics, has provided the following list. These DEI training techniques should be available to leaders in a variety of ways.
– A common ground training program is one that focuses on finding shared priorities, values, or goals with colleagues in order to align them and help them all move forward.
Facilitated Conversation Training allows employees who are not as vocal to share their concerns and issues with one another.
Cultural sensitivity training is a way for members of a dominant group in your company to learn how to empathize and be better with people from under-represented backgrounds, cultures, or identities.
Unconscious Bias Training aims to identify and uncover unconscious biases and other oppressive practices.
Accommodation training empowers individuals with different needs to advocate for their workplace’s better accommodations. This allows employees with differing physical, religious or environmental needs to help create safe and comfortable spaces.
Training on Inclusive Management helps supervisors identify discriminatory and oppressive management methods and “dismantle any biased systems” at work.
– Community engagement training is more than just for your company. It encourages your team to consider how you can better serve your community by using DEI.
Anti-oppression – This advanced training teaches employees how go from ally and collaborator to help and support marginalized coworkers. This type covers anti-racism as well as antisexism and transphobia.
Measuring diversity, equity and inclusive training’s impact
How can you know if your DEI training is working? First, you need to understand that results will not be immediate. You should also consider diversity training as a marathon rather than a sprint.
Here are some examples of diversity, equity or inclusion metrics
– Diversity in leadership: Does your management team have a diverse group? This applies to all levels of leadership, from the C-suite to a board of directors.
– Retention: Are employees happy at work and have equal access to advancement and training opportunities?
– Program participation: Do your workers receive education, mentorship, or any other continuous learning programs that are used? Is engagement up since DEI training?
Employee feedback: What is your workforce’s opinion of the company culture regarding DEI? Are they satisfied with DEI initiatives? Are they satisfied with the effectiveness of current DEI programs? What percentage of your employees think DEI training is successful? Which do they?
The DEI training that is not sufficient
An organization must make DEI a daily practice. Your DEI efforts must go beyond just training to create a fair workplace. While these short-term efforts can make an immediate impact, they may not be able to create lasting change.
These are where mentoring and learning opportunities become crucial. Mentorship and ongoing training can be a great way to help employees who are not well represented.
You might consider creating a workforce education program to complement your existing DEI programs to offer learning opportunities for your employees. Businesses have the unique opportunity to provide educational opportunities that address systemic barriers and help underrepresented groups. When combined with other DEI efforts like training, this approach can have a significant impact on the organization and individual levels.
