It may look easy and relevant to conduct Diversity, Equity, and Inclusion (DEI) training as and when they seem necessary. However, without sustainable strategies, the efforts will not move the needle, when it comes to creating a sense of belongingness.
Here are five ways to amplify DEI training:
Recognize that there is no final DEI destination: The first step to getting DEI right is to recognize that there is no final destination. As the needs of the workforce change and organizational priorities shift, the strategies of creating an equitable workplace culture will evolve with them. Instead of having a short-term focus or point-in-time programs, having a solid foundation of strategic priorities, consistent measurement and evaluation, and clear alignment between organizational values and DEI goals will help.
The building blocks of the comprehensive strategy include:
• Providing training to employees at all scales
• Implementing dedicated learning and skill-building for leaders
• Measuring what matters
• Sharing the results
Train employees at all scales: For an inclusive workplace, everyone has to be an ambassador. Skills like communicating effectively, collaborating, and engaging respectfully with diverse experiences, perspectives, and backgrounds need dedicated training. To develop these skills and build these competencies effectively, employees need multiple pieces of training and opportunities to learn, train, and practice. Organizations should provide opportunities to the employees to integrate behaviors into the fabric of the organization.
Create a common language: Creating a common language ensures that everyone understands what it means to create a climate and culture that promotes equity. A shared vocabulary makes communicating across differences easier. According to National Business Research Institute (NBRI), it helps employees gain a sense of identity and belonging and provides a shorthand among those in the organization. When everyone shares a common language, the engagement grows, communication improves, and relationships flourish.
Make everyone an ambassador: While many have Chief Diversity Officer (CDO) in their organizations, creating an equitable workplace is not just one person’s work. It takes combined work for the DEI efforts to be effective and fruitful. Each person–an individual contributor, a leader, or a manager— should see themselves as an ambassador and ally. DEI ambassadors embrace and support the principles of supporting inclusive and equitable culture for everyone. They recognize their role in the organization and model behaviors that support inclusivity and belongingness.
Minimize microaggressions: While it is necessary to convey the importance of inclusion and belongingness in the organization, it is also important to point out what undermines such efforts. Microaggression negatively impacts inclusion. As the name implies, microaggressions are subtle and often unintentional. These demean someone based on their characteristics. Thoughtful training is a great way to highlight these microaggressions for employees who might not realize the impact of non-conscious bias.
Thoughtful and timely improvisations of DEI training will help achieve the goals faster. The key to their effectiveness is knowing that it is an ever-growing and ever-learning concept that requires passion and sensitivity to help organizations grow and reach their highest potential.
