Diversity, equity and inclusion (DEI) training is an integral component of creating an inclusive workplace environment. DEI training helps employees recognize unintentional bias, microaggressions and other impediments to an inclusive work culture.
DEI training can also promote positive behaviors and help leaders drive organizational change more efficiently, so it is crucial that leaders at every level take part. Therefore, DEI training must be offered.
Baseline Training
Establishing a culture of diversity, equity and inclusion begins with providing foundational training that equips all employees to navigate a multicultural workplace effectively. Such education also helps employees combat biases that inhibit them from fully participating in an inclusive workplace that welcomes all cultures and backgrounds.
HR professionals typically offer this training, and it can play an essential role in the hiring process as well. Potential hires will gain confidence that their values and beliefs will be respected at their new workplace, while current employees learn how to recognize unconscious biases within themselves as well as how to unlearn negative behaviors associated with them.
Training like this not only addresses bias but can teach employees to communicate in more respectful manner and become effective allies – key components in creating an inclusive workplace culture. Furthermore, this type of training enables employees to identify any challenges faced by employees from particular backgrounds so they can more readily assist their colleagues.
Trainings of this nature often focus on leaders at all levels within an organization and cover topics like understanding multidimensional identities and creating inclusive cultures, while challenging structural inequalities and their effects on individuals, teams and the entire workplace.
An inclusive workplace culture brings many advantages beyond simply producing a more diverse workforce; it can increase productivity, make customers happier, and boost employee morale. Diversity training can lead to higher retention rates, helping companies save on recruiting and training costs. Therefore, organizations are now realizing the value of investing in diversity, equity and inclusion training programs. Begin with foundational training to create a stronger culture, then add in other types of more impactful sessions. To get started, contact an expert in diversity and inclusion training such as a consulting firm that specializes in diversity management to discuss your unique needs and goals.
Awareness Training
Awareness training aims to expose unconscious bias and prejudice among employees, and make them understand that diversity includes not just race and gender differences but also culture, religion, physical abilities and more.
Awareness training must cover an array of topics, from social identities (what people believe about themselves based on which groups they belong to) and structural inequalities (the underlying patterns that provide advantages or disadvantages to people depending on their background), to real-life scenarios challenging assumptions and stereotypes, encouraging learners to participate in discussions as well as exploring their attitudes, values and beliefs in regards to various identities.
When developing awareness training, it is crucial that all employees across an organization participate. This includes leadership and management roles, since those individuals often play a pivotal role in shaping company culture.
Employers have an incredible opportunity to foster an inclusive workplace for all employees. Leaders should take charge in facilitating this change through diversity equity and inclusion training.
Once employees learn how to work together across differences, their productivity and engagement will increase substantially – by 27% according to one estimate, as well as improving employee satisfaction which eventually leads to lower turnover rates.
Finding an DEI training program tailored specifically to the needs of your organization can be challenging; therefore it is wise to consult experts in this area in order to find one which meets these specifications. Employing experienced DEI trainers will ensure your program is both engaging and efficient.
To make DEI training more relevant and engaging for employees, it’s advisable to solicit feedback. Utilizing a collaborative learning platform allows people to easily create courses highlighting their backgrounds and lived experiences – something which is particularly powerful when dealing with diversity training topics that may be emotionally charged or sensitive for some individuals.
Skills Training
Diversity training entails teaching employees how to work in a multicultural environment, including learning about differences among identities, as well as how those identities affect teamwork and communication. Employees also gain tools that enable them to become better allies; one training module addresses microaggressions while another explores cultural appreciation versus appropriation – having these abilities helps employees recognize biases’ impact on behavior while decreasing friction among colleagues.
Companies that invest in diversity training often see increased productivity and employee morale, especially if they take the time to conduct an internal assessment of where their employees require the most assistance. If your hiring process heavily relies on unconscious biases, skills training should be included into your DEI program as soon as possible; otherwise if female representation in management remains low it might be wiser to focus on leadership development for women instead.
Once you’ve identified areas that need focus, setting SMART goals to address them becomes simple. This could involve providing training on identity elements for employees as well as any innate biases they might possess as well as setting policies around inclusion and devising systems to track progress over time.
Many companies find it beneficial to conduct an employee survey about inclusion, using its results to design training modules which address specific issues. The goal of such modules should be to educate employees on how their actions impact company culture positively while motivating them to make permanent changes for a lasting change in workplace dynamics.
As more employees join your workforce, training in diversity, equity and inclusion becomes ever more essential to creating an inclusive workplace where individuals from various backgrounds can work productively together in an atmosphere which celebrates individuality and uniqueness. Millennials and Gen Z workers in particular seem particularly aware of this issue and tend to prefer working at companies that prioritize diversity.
Impact Training
Employees need to see their leaders take concrete steps toward diversity, inclusion and equity for them to fully grasp how important this issue is. C-suite leaders should participate in DEI training courses before using that knowledge to set short and long-term goals for the organization and work with an expert in this area to train and mentor the rest of the workforce.
Leaders need to be cognizant of their biases so they can recognize them when they arise in the workplace, and then take measures to address them. Leaders should also receive training on effective communication techniques for dealing with people from diverse backgrounds/traits; strategies must also be provided on identifying and addressing biases while regularly checking on progress made towards this end goal.
One company taking steps to combat bias in the workplace is Starbucks, who closed all 8,000 of their stores for one day and held training programs on unconscious bias. Although this method could send out the message and educate employees quickly, it does not represent a long-term solution.
DEI training courses range from basic awareness sessions to more in-depth certification programs, with some courses tailored specifically for specific groups such as leaders at all levels or HR professionals; others cater to an entire workforce.
As is true with any training initiative, consistency is the cornerstone of its success. Your training should become embedded within the fabric of your organization’s culture and integrated into the onboarding process so it becomes part of its DNA.
Being committed to diversity, equity and inclusion is an attractive draw for talent. Employees want assurances from their employer that they support diversity and inclusion – this is especially relevant as more Gen Z workers enter the workforce in the near future. Attracting and keeping top talent requires organizations to have a solid DEI training program in place as the workforce becomes more diverse.