If you work in HR or People and Culture, you’ve probably heard about Diversity Equity and Inclusion training. But what is Diversity Equity and Inclusion (DEI) training, and how should you approach it?
DEI training is a crucial tool for creating a more inclusive and equitable workplace. However, if not implemented correctly, DEI training can do more harm than good. In this article, we will discuss the do’s and don’ts of DEI training.
The 5 Do’s of Diversity Equity and Inclusion Training
- Start with leadership buy-in: DEI training should start from the top-down. Without leadership buy-in, DEI training can be seen as just a checkbox exercise. Leadership should communicate the importance of DEI training to all employees.
- Make it interactive: DEI training should not be a lecture. It should be interactive and engaging. Interactive training allows employees to share their experiences and perspectives.
- Tailor the training: DEI training should be tailored to the needs of the organization. Each organization has different diversity, equity, and inclusion challenges. Tailoring the training to the specific needs of the organization will make it more impactful.
- Use data: Data is a powerful tool for demonstrating the need for DEI training. Use data to show the current state of diversity and inclusion in the organization and the impact of DEI training.
- Include allies: DEI training should not only be for underrepresented groups. Allies play a crucial role in creating an inclusive workplace. Including allies in DEI training can help them understand the experiences of underrepresented groups and become better advocates.
The 5 Don’ts of Diversity Equity and Inclusion Training
- Use shame or guilt: Shame and guilt are not effective motivators. DEI training should not be used to shame or guilt employees. Instead, it should be used to educate and create awareness.
- Make it mandatory: While DEI training is essential, making it mandatory can create resentment among employees. It is better to make it voluntary but encourage participation.
- Use a one-size-fits-all approach: DEI training should not be a one-size-fits-all approach. Different employees have different levels of awareness and understanding of diversity, equity, and inclusion. Tailoring the training to the specific needs of employees will make it more impactful.
- Focus only on compliance: DEI training should not be seen as just a compliance exercise. It should be seen as an opportunity to create a more inclusive and equitable workplace.
- Stop at training: DEI training should not be the end of the conversation. It should be the beginning. Organizations should continue to have conversations around diversity, equity, and inclusion and provide ongoing support and resources for employees.
Conclusion
In conclusion, DEI training is a critical tool for creating a more inclusive and equitable workplace. By following the do’s and don’ts outlined in this article, organizations can create impactful DEI training that helps create a more diverse, equitable, and inclusive workplace.
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