The image displays a DEI training session led by ERGS.
Introduction:
Do you want to create a positive and inclusive work environment where everyone can thrive? If yes, then you need to learn about DEI training. DEI stands for diversity, equity, and inclusion. It is a way of teaching your employees how to respect, value, and include people from different backgrounds, identities, and perspectives. In this blog post, we will show you how to design and deliver effective DEI training that will make a difference in your workplace culture. Let’s get started!
Understanding What is DEI Training
DEI training, a synonym for diversity training, is more than just a fashionable buzzword in the corporate world. It is a way of making your organization more diverse, fair, and welcoming for everyone. DEI training helps you and your employees appreciate and leverage the unique strengths and perspectives that each person brings to the table. Whether it is race, gender, religion, nationality, or sexual orientation, we all have something valuable to offer. DEI training shows you how to celebrate and harness our differences for a better work culture.
Interesting Findings on DEI Training:
Here are some of the important research findings on DEI training and DEI initiatives.
- A report by SHRM, the world’s largest HR professional society, in collaboration with Harvard Business Review Analytic Services, surveyed over 1,000 HR leaders and practitioners on their DEI efforts and outcomes. The report found that only 13% of organizations are leaders in creating a DEI-conducive culture, while 87% are laggards. The report also revealed the key practices that differentiate leaders from laggards, such as: having a clear DEI vision and strategy; aligning DEI goals with business objectives; embedding DEI into talent management processes; providing regular DEI training and education; and using data and metrics to track and improve DEI performance.
- A webpage by Stanford Law School provides a collection of resources on whether DEI training works, focusing on assessments of training held either in corporations and other private sector entities or as required as part of professional licensing. The webpage summarizes the main findings and limitations of various studies and reports on the effectiveness of different types of DEI training, such as implicit bias training, bystander intervention training, cultural competence training, and anti-discrimination training.
- A report by McKinsey, a global management consulting firm, in partnership with the World Economic Forum identified 15 “lighthouse” initiatives that have resulted in significant, quantifiable, scalable, and sustainable impacts for underrepresented groups. The report also highlighted five common success factors among these initiatives, such as a nuanced understanding of root causes, a meaningful definition of success, accountable and invested business leaders, and a solution tailored to its specific context, with meticulous tracking and adjustments as needed.
The Power of Language in DEI Training:
Our language has a powerful impact on diversity, equity, and inclusion.
Our language, both written and spoken, can reflect our unconscious biases. These biases can create a hostile work environment for people from marginalized groups.
That’s why it’s so important for HR professionals to include language training in their DEI programs.
By teaching employees about inclusive language, we can create a more welcoming and inclusive workplace for everyone.
Here are a few tips for using inclusive language in DEI training:
Avoid using stereotypes and generalizations.
Be mindful of your pronouns.
Use person-first language.
Choose gender-neutral language when appropriate.
Be respectful of people’s different backgrounds and experiences.
Companies like Workhuman are using AI to help mitigate unconscious biases in language. This technology can help identify and correct biased language in our writing and communication.
By using inclusive language, we can create a more thoughtful and welcoming workspace for everyone.
Inclusion of Essential DEI Training Topics :
DEI training is essential for creating a workplace that is diverse, equitable, and inclusive. But what topics should be covered in a comprehensive DEI training program?
Here are a few essential topics:
Understanding privilege: Privilege is the unearned advantage that some people have over others based on their social group memberships. Everyone has some level of privilege, but it’s important to be aware of how our privilege can impact others.
Understanding bias: Bias is a prejudice in favor of or against one thing, person, or group compared with another, usually in a way considered to be unfair. Everyone has biases, both intentional and unintentional. It’s important to be aware of our biases and how they can impact our behavior.
Understanding microaggressions: Microaggressions are brief and commonplace verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatized or culturally marginalized groups. Microaggressions can have a cumulative negative impact on the victims, even if they are unintentional.
Understanding oppression: Oppression is the systematic mistreatment of a group of people based on their social group memberships. Oppression can manifest itself in many ways, including through discrimination, violence, and economic inequality.
Fostering allyship: Allyship is the act of standing up for and supporting people from marginalized groups. Allies can play a vital role in creating a more inclusive workplace.
Promoting inclusive hiring practices: Inclusive hiring practices are designed to ensure that all qualified candidates have a fair chance of being hired, regardless of their social group memberships.
Employee Resource Groups: Champions of DEI Training
Employee Resource Groups (ERGs) are groups of employees who come together to support each other and promote diversity, equity, and inclusion (DEI) in the workplace. ERGs can play a vital role in implementing effective DEI training.
Here are a few ways that ERGs can help make DEI training more effective:
Provide a safe space: ERGs provide a safe space for employees, particularly those from marginalized communities, to share their experiences and learn from each other. This can help create a more open and honest environment for DEI training.
Offer valuable insights: ERG members can provide valuable insights into the unique challenges and experiences of their communities. This information can be used to design DEI training that is more relevant and relatable.
Amplify the message: ERGs can help amplify the message of DEI training by promoting it to their members and encouraging them to participate.
Overall, ERGs can play a vital role in making DEI training more effective and creating a more inclusive workplace for everyone.
DEI Training: A Warm Welcome for New Hires
DEI training is essential for creating a diverse, equitable, and inclusive workplace. And what better time to start DEI training than when new hires are onboarding?
Onboarding is the process of welcoming new employees to an organization and helping them get up to speed on their new roles. It’s a critical time to set the tone for the culture of the organization.
By integrating DEI training into onboarding, organizations can send a clear message to new hires that diversity and inclusion are valued. This can contribute to a more welcoming and inclusive environment for all.
DEI training can also help new hires understand their own biases and how they can create a more inclusive workplace. This is important for all employees, but it’s especially important for new hires who may be unfamiliar with the organization’s culture and values.
Overall, integrating DEI training into onboarding is a smart way to create a more diverse, equitable, and inclusive workplace for everyone.
Promoting DEI in the Workplace: A Leadership Imperative
DEI doesn’t happen overnight. It requires a commitment from everyone, especially leadership.
Here are a few things that leaders can do to promote DEI in the workplace:
Learn effective communication strategies. Leaders need to be able to communicate effectively with employees from all backgrounds. This means being aware of the impact of your words and avoiding generalizations about people.
Foster understanding and collaboration. Leaders can foster understanding and collaboration by creating opportunities for employees from different backgrounds to interact with each other. This could include things like employee resource groups (ERGs) and cross-functional teams.
Encourage employees to foster inclusivity. Leaders can encourage employees to foster inclusivity by providing them with tips and resources. For example, leaders can create a guide on inclusive language or provide training on unconscious bias.
Celebrate diversity: Leaders should celebrate diversity in the workplace. This could include things like highlighting the accomplishments of employees from different backgrounds or hosting events that celebrate different cultures.
Big Tech Giants Lead the Way in DEI Training :
Big tech companies like Google, Meta, and Microsoft are setting the standard for diversity, equity, and inclusion (DEI) training. They’re investing in comprehensive training programs and workshops that create a space for open and honest discussions about bias. This empowers employees to speak up against injustice and make a difference.
Other organizations can learn a lot from these successful DEI strategies.
DEI Training is More Than Just Checking a Box :
DEI training is more than just checking a box. It needs to be ingrained in the organization’s DNA.
Here are a few ways to make DEI training mean more than just compliance:
Link DEI to business priorities. DEI is not only an ethical choice; it is also a smart business decision. Show employees how DEI is linked to the organization’s business goals.
Get leadership on board. DEI training is most effective when it comes from the top. Make sure that senior leaders are involved in DEI training and are modeling inclusive behaviors.
Incorporate DEI into the talent lifecycle. DEI is not just about hiring; it’s about creating a culture of belonging. Make sure that DEI is incorporated into all aspects of the talent lifecycle, from hiring to promotion to retention.
DEI Training: It’s More Than Just a One-Size-Fits-All Approach
DEI training is an important part of creating a diverse, equitable, and inclusive workplace. But it’s important to remember that DEI training is not a one-size-fits-all solution.
To be effective, DEI training needs to be holistic. That means addressing all aspects of DEI, from unconscious bias to microaggressions to systemic racism. It also means creating a psychologically safe environment where employees feel comfortable sharing their experiences and perspectives.
Here are a few tips for creating a more holistic DEI training program:
Identify the issues. Before you can start to address the issues, you need to identify them. This means surveying your employees and listening to their feedback.
Develop actionable solutions. Once you’ve identified the issues, you need to develop actionable solutions. This could include things like unconscious bias training, microaggression training, and anti-racism training.
Create a psychologically safe environment. DEI training is most effective when employees feel comfortable sharing their experiences and perspectives. Create a safe space where everyone feels respected and valued.
Get everyone on board. DEI training is most effective when everyone is involved, from managers to employees. Make sure that everyone understands the importance of DEI and is committed to creating a more inclusive workplace.
DEI Training: A Win-Win for Everyone
DEI training is essential for creating a workplace where everyone feels valued and respected. It’s not just a smart business move; it’s also a moral and ethical obligation.
Here are a few of the benefits of DEI training:
Stronger employee relationships: DEI training helps employees understand and appreciate each other’s differences.This can foster stronger relationships and a more collaborative team.
Improved job performance: When employees feel valued and respected, they are more likely to be engaged and productive. DEI training can help create a more inclusive workplace where everyone can thrive.
Better overall workplace culture: DEI training can help to create a more welcoming and inclusive workplace culture. This is beneficial for everyone, from employees to customers to the bottom line.
Final thoughts:
With the workforce becoming more diverse, Gen Z is placing a high priority on company values when choosing where to work.This means that organizations will need to adapt their DEI strategies and initiatives to meet the needs and preferences of different groups and regions. For example, some companies are creating regional DEI councils or committees to tailor their DEI programs to local contexts.
Organizations are facing more pressure from various stakeholders, such as employees, customers, investors, regulators, and the public, to demonstrate their commitment and progress on DEI. This means that organizations will need to collect and analyze data on their DEI performance and outcomes and communicate them effectively to their audiences. For example, some companies are publishing annual DEI reports or dashboards that showcase their DEI goals, actions, results, and challenges.
Technology can play a key role in enhancing DEI training and initiatives by enabling more personalized, engaging, accessible, and scalable learning experiences.