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Despite the increasing focus on making businesses of all sizes more inclusive and diverse, many still struggle to overcome the biases that keep them from entering or thriving in the workplace. One way to create more welcoming companies that respect differences and embrace people from underrepresented groups is to implement diversity, equity and inclusion (DE&I) training programs.
What is a DE&I training program?
Diversity, equity and inclusion training programs teach employees at all levels to uncover, identify and correct biases or prejudices that have kept people from underrepresented groups from being hired or promoted in the workplace. DE&I programs provide the tools to work toward creating diverse and inclusive companies where people from all groups — especially marginalized people — are represented (diversity), treated fairly and given equal opportunities (equity), and feel welcome and supported (inclusion).
How do you create a DE&I training program?
Successful DE&I training programs require careful planning to ensure they make a meaningful difference, boost company morale, and are worth the time and money invested.
1. Develop an understanding of DE&I training.
Establishing a DE&I training program for your organization starts with developing a clear, detailed definition of what the program should entail. A comprehensive program provides concrete ways to engage in respectful and positive interactions in the workplace.
2. Extend and maintain DE&I training over time.
Diversity training positively affected employees’ knowledge, attitudes and behaviors toward diverse groups. However, over time, participants regressed to pretraining attitudes.
The attitudes training attempts to change are generally strong, emotion-driven and tied to our personal characteristics, and we found little evidence that long-term effects to them are sustainable. However, when people are reminded of scenarios covered in training by their colleagues or even the media, they are able to retain or expand on the information they learned.
3. Tailor DE&I training to your company.
DE&I training should be tailor-made for the organization conducting it. “Corporate diversity training programs must be based on a foundational understanding of the unique diversity and inclusion objectives and challenges of each organization.
4. Plan an integrated approach to DE&I training.
Mindset indicates that employees responded more favorably to DE&I training when it used several instruction methods, including lectures, discussions and exchange exercises.
5. Include workers of all levels in your DE&I training.
Training should be mandatory for all employees, regardless of their status in the company, Seniors, Leaders of all races, genders and must participate in any training program for their benefit and to make it clear that the organization is committed.
6. Hire an expert to assist with DE&I training.
Assigning a team member, such as the HR or OPS. to lead the session is important. You may get who is independent, has experience leading these specific sessions.
7. Track your DE&I training results and recalibrate efforts.
Every company faces unique challenges, and not every training program will address all issues. You must track your training program’s effect over time and readjust your efforts based on what is working and what isn’t.
By: Tom Anziano, Business Ownership Insider and Senior Writer- Business News Daily
