How to Maximize the Impact of DEI Training
Did you know that 68% of workers aged 18 to 29 believe diversity, equity, and inclusion (DEI) training is essential? While younger generations place a high value on DEI, the real challenge for organizations is making sure that DEI training goes beyond being just another item on the agenda.
How can we guarantee DEI training makes a lasting impact, empowers employees, and drives meaningful change?
It’s a difficult question, but we’re here to help.
In this article, we explore:
Why Do We Talk About DEI?
Diversity, equity, and inclusion training is essential for creating fairness and respect in workplaces, communities, and institutions. As a reminder, let’s revisit these terms.
Diversity
This refers to the presence of differences within an organization or group. Here, we can include physical variations in race, ethnicity, gender, age, sexual orientation, and ability. Non-visual forms of diversity can include socioeconomic status, religion, and ancestry.
Diversity emphasizes the importance of drawing from a wide range of perspectives and experiences.
Equity
Discussions about equity often focus on recognizing the needs of different groups and the barriers created by systemic inequalities. However, equity and equality are not the same. Equity provides people with specific resources and opportunities they need on an individual level.
Inclusion
Creating environments where everyone feels welcomed, respected, and valued leads to inclusion. It goes beyond simply aiming for diverse representations. Inclusion guarantees everyone has an equal opportunity to contribute and be heard.
Thoughtfully putting diversity, equity, and inclusion into practice leads to a workplace culture where everyone feels they belong and can reach their full potential.
DEI initiatives make everyone feel included and valued.
What are the Benefits of DEI Training?
Though it may sometimes feel like DEI is, conceptually, easy to understand, the specific aspects of DEI training are nuanced.
An organization might need DEI (Diversity, Equity, and Inclusion) training for several key reasons:
1. Understand and Address Bias
We all hold biases, whether they are conscious or unconscious. These can come from a variety of sources and learned behaviors, including: our parents, our education, personal experiences, stereotypes, and even our social groups. And many of these beliefs are ones we do not even realize we have. DEI training gives us space to reflect upon our beliefs and learn ways to encourage inclusive behaviors.
2. Create a Positive Work Culture
Often, we're unaware of how others experience the world, assuming our paths and privileges are the same. However, when you take the time to understand different perspectives, you build empathy and strengthen workplace relationships. Organizations that prioritize this knowledge foster a culture of inclusion, where diverse viewpoints are valued. This foundation of inclusivity leads to better collaboration and empowers employees to contribute more effectively.
3. Better Serve Clients and Communities
For client-facing roles, DEI training equips employees with the building blocks to interact respectfully with clients, regardless of their background. Additionally, it assists organizations with aligning their values with the communities they focus on.
How Do You Unlock the Full Potential of DEI?
To truly make an impact, organizations must go beyond surface-level commitments and ensure they seek out training that effectively catches the attention of employees and employers.
But how do you do that? And how do you make sure your DEI efforts aren’t just going through the motions, but genuine, transformative practices?
It Begins With Leadership
DEI training doesn’t start with a webinar or an in-person workshop. Rather, it starts at the C-suite. We know that without executive support, DEI efforts can be easily derailed. In response, it’s important to educate leaders on the importance of inclusion efforts, and openly address their concerns, which often stem from a lack of understanding.
Some concerns may include:
What if I say the wrong thing and offend a customer or employee?
Are we prepared to have sensitive and/or uncomfortable conversations?
Will DEI training cause division or tension between employees?
Are we equipped to handle the outcomes of training?
To address these potentially uncomfortable questions, organizations can start with leadership training initiatives. For instance, a course on inclusive leadership can help leaders understand how to begin integrating DEI into their roles. These training sessions provide a safe environment for executive teams to express their fears, ask questions, and explore how DEI will be embedded in the workplace.
The ultimate goal of leadership training is to ensure that concerns are addressed respectfully and that leaders feel equipped to champion DEI efforts effectively.
Encourage Active Participation
Again, encouragement begins prior to training sessions. Employers, including HR teams, should reach out to their teams and emphasize the importance of training and their commitment to change.
Create an environment where employees feel comfortable speaking up, asking questions, and sharing their experiences. Interactive discussions and real-life examples help make DEI concepts stick.
Small Groups Work Best
When it comes to DEI training, small groups (approximately 15-20 people) work best because they are more comfortable and intimate. Participants feel safer discussing sensitive topics and are more likely to engage in meaningful dialogue, ask questions, and reflect on their personal experiences. It also builds stronger connections among participants, which encourages more participation. This helps solidify lessons from DEI training.
Personalize Training to Fit the Company Culture
When choosing what focus areas to address within DEI initiatives, companies are encouraged to tie training to company core values, goals, and the overall mission. Tailoring training to reflect specific challenges and opportunities means it will be easier for employees to apply learnings to their roles.
Moreover, by focusing on current challenges, workplaces are communicating their commitment to enhancing the overall culture of the organization. Employees are more likely to participate when they see the training as addressing real issues they face at work.
Through custom training, employees can learn how DEI contributes to both the company’s long-term success and their personal growth. With thoughtful implementation, DEI efforts not only strengthen the organization but also empower employees to thrive in an inclusive and supportive environment.
Create a Safe and Inclusive Environment
It is important to recognize that some employees may be hesitant about DEI training. They may not understand why it’s needed, or they have questions they are unsure how to ask.
To mitigate these challenges, we need to establish a baseline for respect within a workplace. This means establishing “ground rules” for training, ideally directed and maintained by an outside DEI consultant and not someone within the organization.
By preparing a safe space for employees, we foster an environment where employees feel empowered to discuss any concerns and listen to solutions with an open mind.
Provide Ongoing Support and Resources
DEI training is not a one-time event. It begins before employees set foot in a training session, and does not stop once these initiatives are put into place. Participants should have additional access to resources such as articles, discussion groups, or mentoring, to continue to learn after their training is complete.
Furthermore, leaders and HR teams can measure the progress of their DEI efforts. Below are a few key strategies to effectively track DEI efforts:
1. Set Clear Goals
Begin by establishing specific DEI goals. Whether it’s increasing diverse representation in leadership or establishing new policies, clear objectives make it easier to measure success.
2. Gather Employee Feedback
Conduct surveys and focus groups to understand how employees feel about the inclusivity of the workplace. Their experiences provide valuable insight into whether DEI initiatives are making a positive impact.
3. Analyze and Adjust
Review data and employee feedback regularly to identify areas for improvement. DEI is an ongoing process that requires flexibility and adaptation as new challenges arise.
Committing to change ensures DEI initiatives drive positive change. They create accountability, trust, and transparency clearly and respectfully.
Sustaining the Impact of DEI Training
Diversity, Equity, and Inclusion initiatives require attention, care, and adaptation. For DEI training to have a lasting impact, organizations must embed these principles into the fabric of their culture. This means continually fostering environments where employees feel empowered to engage, share their experiences, and learn from one another.
Remember these key steps:
Lead from the Top: Engage leadership in all DEI efforts.
Tailor Training: Align DEI sessions with company values and workplace challenges.
Foster Safe Spaces: Ensure employees feel comfortable participating and sharing openly.
Provide Ongoing Support: Offer continuous learning opportunities and resources.
Measure and Adjust: Regularly track progress, gather feedback, and refine strategies.
By taking these actions, organizations can keep DEI at the forefront, empowering employees and fostering a truly inclusive workplace.