How do you include DEI in your training?

1 Define your goals

Before you start planning your training, you need to have a clear idea of what you want to achieve with DEI. What are the specific learning outcomes and competencies that you want your learners to develop? How do they align with your organizational mission, vision and values? How will you measure and evaluate the impact of your training on DEI? Having SMART (specific, measurable, achievable, relevant and time-bound) goals will help you focus your training content and activities, and communicate your expectations and benefits to your learners.

2 Know your audience

Another key step in creating inclusive training is to understand who your learners are, what their needs and preferences are, and how they learn best. You can use various methods to gather information about your learners, such as surveys, interviews, focus groups, observations, assessments or feedback. You can also use learner personas or profiles to represent different segments of your audience. Knowing your audience will help you tailor your training to their diverse backgrounds, experiences, perspectives, skills, motivations and goals.

3 Choose your methods

The next step is to decide how you will deliver your training, and what tools and resources you will use. You can choose from a variety of methods, such as instructor-led, e-learning, blended, microlearning, gamification, simulations, scenarios, case studies, role plays, discussions, quizzes, videos, podcasts or webinars. You can also use different platforms and formats, such as online, offline, synchronous, asynchronous, mobile, desktop or hybrid. The key is to choose the methods that suit your goals, audience, content and budget, and that foster interaction, engagement and feedback.

4 Apply DEI principles

Once you have your methods and tools ready, you must incorporate DEI principles into your training design and delivery. This involves making sure your training is accessible, relevant, respectful and responsive to learners' diverse needs and identities. To do this, use inclusive language and visuals that reflect learners' diversity and avoid stereotypes, biases or discrimination. Additionally, provide various options and accommodations for learners with different abilities, learning styles, preferences and paces. Furthermore, incorporate diverse perspectives, examples, stories and voices that represent learners' realities and challenges. Create a safe and supportive learning environment that encourages participation, collaboration and feedback. Additionally, address potential conflicts, misunderstandings or resistance that may arise from discussing sensitive or controversial topics. Lastly, recognize and celebrate learners' achievements, contributions and differences.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?