Diversity and Inclusion Training: How to Apply it in the Workplace
As we try to eliminate any sign of discrimination in our society, it makes sense for organizations to implement at least one D&I training program. From kindergarten to the workplace, we all need to (begin to) learn what is happening in our streets and with our fellow citizens of small or large communities. Awareness and awareness are popular ways to tackle inequality, while learning and understanding other cultures can reduce fear and prejudice. When developing a D&I training program, you need to design and implement it properly to get the most out of it. It should also have clear objectives and measurable actions, to monitor its effectiveness. In this blog post, you can find a summary of the different training programs and participation that you can use and change in your company.
And to solve it, we’ve put together actions you can take at three different levels:
- Personal level
- Group level
- Company level
1. Organize various training and participation
Above all, in order to be inclusive, each of us must fully understand what diversity means, both conceptually – that is, what it is – and emotionally – that is, how everyone feels about discrimination. ? Once this is clear, employees can begin their journey of self-concept.
Let the lesson begin
Start different training and participation by setting up learning journeys for employees. It can be a pre-planned sequence or even a slide inserted into a video. A friendly reminder: No one likes to be forced to do something they don’t want to do or don’t feel comfortable doing. Know this. Try to use a friendly tone, simple and clear language and above all, make this training optional.
For this lesson, you can set goals and choose strategies that will work for you, with the goal of developing a holistic approach to D&I training. You can use multiple media to expand on the topic and even prepare questions for a quick comprehension check later.
Intellectual goals
- Learn the following definitions: what is diversity? Participation? What are the different types? What are the disadvantages of different types?
- Stick to facts and stats: anti-discrimination laws and D&I training audit results. Emotional goals:
Developing empathy
- How does discrimination affect people?
- Share stories through video.
- Start personalization: ask optional questions and collect anonymous data. Questions could be, for example:
- Have you ever experienced discrimination or harassment? Explain.
- Have you ever been bullied or felt bullied? Explain.
- Did you hurt someone – or feel like you did – because of a lack of sense? Explain.
It is also important to make it clear that email invitations and D&I training are not surveys and will not be used against the employee in a malicious manner. Remember to assure your colleagues that all data collected and shared will be anonymous during this process.
In short: this is a safe space designed for educational purposes, nothing more.
Participating
Once the employee has read the first part, show your availability and interest in an open personal conversation with anyone who is willing and interested. Keeping the door open to anyone, whether they have taken the training or not, is truly an inclusive practice in itself.
When a employee enters your space, you must quickly grab the most powerful tool needed: the ability to listen. Whether it’s a comment, an opinion or even a personal experience, remember that everyone deserves to be heard and you not only give your peers that opportunity, but also encourage them to express themselves – again , make sure they understand that they are speaking in a safe way. . You can also keep the following questions in mind to spark the conversation:
- How did you get the lesson?
- What is your favorite / least favorite?
- Do you have any thoughts or feelings to share?
And while it’s good to be prepared and have a plan for your conversation, it’s not a panacea. An open discussion is very different from an interview or business meeting – while it’s good to have a set of questions ready and in view to get the conversation going, be careful not to take control of the relationship.
Just have a coffee with your colleague and listen.
2. Work in groups
Once you have completed the first level of training and participation, you can continue with group learning practices; During this process, the focus is on increasing awareness and compassion with games or exercises and conversations.
3. Build an open culture
Although companies can benefit from various training programs and participation, it is important to understand that training alone is not enough. Diversity in the workplace requires an open culture that not only works, but also includes daily practices and activities that maintain a focus on inclusion.
What are the different training and participation?
Diversity and inclusion training aims to raise awareness of how people from different backgrounds can work together. It is a structured learning program that teaches employees the importance of working in a diverse environment.
How is diversity and inclusion training organized?
Successful diversity training requires an understanding of the importance of inclusion and how to ensure employee acceptance. Training should be tailored to your business, using a process that will ultimately lead to success.
How can I make my workplace more cohesive?
By starting at the top, you can create an inclusive culture for everyone. Start by focusing on on-boarding strategies and providing a safe space so employees can thrive in a work environment that doesn’t feel alienated or uncomfortable all the time.