Diversity and inclusion training programs are an invaluable way of attracting top talent, especially among millennials and Gen Z employees who prioritize inclusion at work.
Diversity helps reduce employee turnover while assuring your customers receive the best experience regardless of their background.
Ethnicity
Ethnicity is a socially defined grouping of people who identify with one another on the basis of perceived shared attributes that differentiate them from other groups. Such attributes might include traditions, ancestry, language, beliefs values religion or social treatment within their region of residence. Furthermore, certain diseases or genetic conditions tend to occur more commonly among certain ethnic groups.
DEI training provides employees with an opportunity to become aware of and navigate through any barriers preventing them from working in an inclusive workplace. DEI courses help employees recognize their unconscious biases as well as teach effective methods for communicating with colleagues to ensure everyone’s voice is heard.
Successful organizations recognize diversity and inclusion as part of an institution wide strategy to achieve specific outcomes. This means it cannot simply be discussed at board level but taught, practiced and reinforced throughout their organization.
Coursera provides diversity and inclusion (DEI) training at a fraction of the cost associated with traditional universities, and these courses come equipped with certificates for 32 Professional Development Hours (3.2 CEUs).
Another effective option is eCornell’s Diversity and Inclusion Certificate Program, featuring seven modules on topics like unconscious bias, psychological safety and inclusive leadership. Furthermore, participants gain access to one year of Symposium events – virtual Zoom sessions featuring Cornell faculty and experts that provide deep dives into topics being covered while building community with fellow students from around the world.
Gender
Gender is a social construct that refers to the roles, behaviors and expressions of girls, women, boys, men and gender diverse people. Gender doesn’t depend on biological characteristics but instead constantly changes over time, location and culture.
Gender identity can differ significantly depending on one’s social environment (for instance, Western vs Korean culture). Gender can interact with other forms of identity such as ethnicity, class or cultural heritage and vice versa without negating one another.
Training on gender and diversity equity can be an invaluable way to create an inclusive workplace in which all employees feel included and appreciated. Gender inclusion is an integral component of equality that can increase employee engagement and morale.
Though some may resist gender-based diversity training, a more humane approach will ultimately prove successful. For example, creating awareness of the barriers women encounter will foster male allies that champion their success.
Additionally, leaders should engage in DEI training as it can help them understand the benefits of an inclusive workplace and identify and combat unconscious biases which contribute to workplace inequality.
Before implementing any gender inclusivity training, it’s vital that consultation with nonbinary employees and community members takes place. Their participation can help in shaping your training program by giving feedback about ways it could be enhanced or changes needed to be made.
Sexual Orientation
Sexual orientation refers to an individual’s physical, emotional and romantic attraction for people of either the same or opposite sexes. Sexuality is internal knowledge; many children discover their orientation early on or during adolescence; however due to social stigma associated with homosexuality many lesbians, gays, bisexuals or trans people conceal it until adulthood. Discrimination against sexual orientation can have serious adverse health and wellbeing repercussions when combined with factors like race, gender identity, sex religion disability or age.
LGBT individuals often feel pressure from family and friends to reveal their orientation; doing so can reduce mental and social isolation, as well as discrimination or prejudice based on sexuality; this can be avoided through education and awareness campaigns.
As well, individuals may experience conflicting and confusing identities that relate both their biological sex and sexual orientation. For instance, someone attracted to both people of the same and opposite sexe may identify both as LGBTIA+ as well as being transgender-identified.
Employees equipped with the skills needed to support colleagues can create a workplace culture that embraces all forms of diversity, equity and inclusion (DEI). DEI training provides significant returns, from better financial results, increased worker engagement and strengthened company brands – to creating more compassionate offices where everyone feels psychologically safe – according to one recent study which indicated companies employing diverse workforces have higher productivity levels than those without them.
Disability
Inclusion training programs help employees recognize how their unconscious biases may negatively influence decisions and interactions with coworkers, and teach participants how to create an environment which welcomes people of all identities, so no one ever feels like an outsider in their workplace.
Promote inclusivity for maximum employee morale and performance improvements as well as liability reduction and reputation preservation. However, selecting an inclusive program tailored specifically to your company is key for its success.
Some disability activists employ the term Disability Justice to refer to their approach of fighting for marginalized communities. Their aim is to prioritize collective liberation over legislative change or traditional civil rights initiatives; additionally they recognize intersectionality: how different aspects of identity like gender, race, sexuality or class interact to form unique experiences of oppression or privilege.
Furthermore, these activists advocate for “people-first language”, which emphasizes an individual over their disability. This stands in stark contrast with the medical model that views disabilities as biologically rooted impairments or body parts. Individuals who prefer using people-first language often feel misunderstood by medical models that emphasize medical and rehabilitation goals as goals for treatment and recovery.
Under today’s volatile political environment, diversity and inclusion training has never been more essential to building an inclusive workplace culture and attracting top talent. These training programs help your company achieve this.
DEI training can help to both reduce legal liabilities and build your company’s positive image, as well as attract the millennial workforce and keep them engaged within your organization. Its effectiveness will only increase when your C-suite fully embraces DEI initiatives as part of leadership development or performance management processes.
Age
As more millennial and Gen Z employees enter the workplace, it is increasingly essential that organizations implement comprehensive diversity, equity and inclusion (DEI) programs. Doing so will enable you to attract and retain top talent by showing that your organization values people of different cultures, religions and ideologies.
DEI training aims to inform employees about various forms of prejudice and discrimination they may not even be aware of, such as unconscious bias towards certain groups such as gender, race, caste religion or age. Furthermore, training provides insight into what causes such biases.
Training employees on inclusion and diversity is beneficial not only to morale but can also reduce workplace conflicts and boost productivity. For instance, if your company employs a diverse workforce but their voices don’t get heard they could end up feeling marginalized and unvalued which leads to lower productivity as well as workplace violence.
An effective DEI training program can help your organization prevent these types of issues and shield it from legal liability. Furthermore, employees who have undergone DEI training tend to be more engaged at work and open to collaboration among colleagues after attending DEI classes.
DEI training requires engaging your leadership team as part of its core. Your leaders are key in setting an inclusive atmosphere at your organization and it is crucial that they see how beneficial this program will be to them in terms of setting an inclusive tone and supporting it throughout their teams. Doing this will ensure a smoother and more successful transition towards inclusive culture for everyone within your company.