How do you assess training needs with diversity and inclusion in mind?

Younger employees often bring a fresh, unfiltered perspective to the table. By creating a reverse mentoring program for them to guide senior leaders, they can address questions that might be deemed too sensitive or unfamiliar for seasoned professionals to ask openly. This candid exchange can illuminate areas of uncertainty or bias, providing invaluable insights into specific training needs. Such interactions ensure that leadership is not only informed but also aligned with the evolving nuances of today's diverse workplace.

The first step is to stop doing training needs analysis. Why? Because that assumes the solution will be training. Consider what we want to be happen, how do we want people to be perform and what’s getting in their way? That opens up our view to things that might be better addressed by redesigning processes, providing appropriate tools or resources, making changes to the environment in which people work, and other factors. Now apply that diversity and inclusion lens to that. Just because something works for some or even most people doesn’t make it inclusive or accessible.

Conduct a skills gap analysis by comparing the current knowledge and abilities of the team members or users with the desired skill set. This analysis will highlight areas where training is needed.

Measuring the impact of training on the performance, behaviors, or attitudes of a diverse and inclusive workforce can take many forms. One measurement tool includes anonymous, third-party administered surveys of employees' takeaways from the training as well as their opinions of the training format.

Diverse workforces have varied learning preferences. While e-learning suits tech-savvy individuals, others might prefer hands-on sessions. A blend of methods, like combining e-learning with instructor-led or peer learning, caters to a broader audience. Ensure universal accessibility: e-learning should have subtitles for the hearing-impaired and be multilingual. Regular feedback ensures methods remain inclusive.

The four principles of WCAG (Web Content Accessibility Guidelines) help us in creating trainings that are inclusive and accessible to a diverse set of people in an organization. The principles are : 1. Perceivable - The information being presented to the learners must be seen, heard, and noticed. 2. Operable - Learners must be able to operate the user interface of the training tool easily. 3. Understandable - The learner must understand the information and the user interface. 4. Robust - The training content must be robust enough to be compatible with assistive technologies.

Diversity and inclusion in training isn't a one-size-fits-all. Regularly update materials to stay relevant. Leaders should seek continuous feedback, not just post-training. Remember, when passionate employees go quiet, it signals discomfort. An inclusive environment isn't just about training but fostering a culture where every voice is valued.

I like to ask the employee directly. I've done this in numerous one on ones. "What are examples of training you've been through that didn't meet your needs from your perspective?" "What were the human parts of the training, meaning the instructors or leaders that made the biggest impact on you? What about the worst ones?" If you utilize TED (tell me about, explain, describe) style open ended questions and listen to your employees, then they are usually fairly adept at telling you what their needs are. I had a person tell me they had trouble speaking in public, for example. We got them a mentor from their same geographic area to help them get better at speaking in front of others.