How can you ensure HR training stays current with trends in diversity, equity, and inclusion?

Diversity, equity, and inclusion within a business are greatly enhanced by HR training. To guarantee that HR training is up to date with the latest developments in diversity, equity, and inclusion, establishments might implement the following measures: To comply with regulatory requirements, best practices, and the most recent research, training materials should be reviewed and updated frequently. 2. Follow up with other HR experts, industry magazines, seminars, webinars, and other online resources to learn about new developments and concerns pertaining to diversity, equity, and inclusion. Three.

DEI is need of the time and companies have started it and getting better results in its objectives as it was expected. Conducting survey would help to assess current state of its usage as this gives the best data rather than other methods as people may not say few things out loud.

I would even start one step earlier when assessing the current state of DEI - I would review what kind of DEI would be most impactful for the business, and then assess the current state with a focus on these. DEI has many dimensions and variations, so it is worth looking at this baseline first. It is also important to include the dimension of "Belonging". Because without Belonging, many DEI activities can fall short. This way, any HR training on DEI becomes more impactful and relevant for the bottom line.

One the focus are is clear, it makes total sense to define the goals and objectives of any DEIB activity. I'd recommend being careful with jumping on trends or simply copying what others did. It's fundamental for success to set goals and objectives that are meaningful, relevant, and impactful for the specific company, culture, and business objectives.

In my experience, training that fits the flow of work is more successful than "ordered to be completed by date" training. I consider it key to make it an integral part of the people (employee) experience, and to clearly communicate the importance and relevance for the company's objectives to increase participation and buy-in of staff to actually implement what has been learned.

Absolutely crucial to measure success with specific KPIs and/or surveys with a (diverse) sample set of participants, to collect data via both ways of active and passive employee listening.

Several studies show that DEI training is ineffective, and being warned about the existence of social stereotypes does not necessarily change the behaviors of people. It can even backfire. The rebound effect describes how trying not to think about something can make it even more present in our minds. If you try not to think about a white bear... you'll likely end up thinking about it even more. For example, research (Kulik et al., 2000) found that trainees might rate an older candidate more negatively if they are told to suppress their age-related thoughts. Similarly, when individuals are asked to ignore ethnicity in their decision-making, they may actually exhibit more discrimination towards Black candidates (Madera and Hebl, 2013).

Aim for this: people see why something is relevant for them AND the business objectives, and how they can contribute to their personal and professional growth by attending and internalizing training opportunities on DEIB. In that case, they are more likely to participate actively. And DEIB training is more likely to deliver the desired results.