How can you align diversity and inclusion training with your organization's values?

Before even beginning to utter the word "diversity and inclusion", it is important to assess the current mindset of the leadership team as it is their ideals that trickles down. Is diversity just a poster word or is the real meaning embedded within the work culture, should be the primary point to be assessed. If there is resistance in that aspect, the causes for them has to be addressed and resolved amicably before stepping in with diversity and inclusion programs.

To align Diversity and Inclusion with the organization's core values, extend motivation for diversity and inclusion to areas such as periodic trainings, recruitments, promotions, team dynamics, and all aspects of the organization's operations. Ensure consistent leadership practice the same to disseminate these principles throughout the entire organization. In summary, promote and practice Diversity & Inclusion across all aspects.

It is important to assess how different groups within the organization truly feel about and experience inclusion. Rather than taking a one-size-fits-all approach, customized training content should be developed based on the unique needs and attitudes identified within each segment of the employee population. Implementing standardized diversity and inclusion training often fails to resonate with participants and devolves into a check-the-box activity. By tailoring content and messaging based on the audit findings, organizations can make the training relevant and impactful for each target audience. An insightful audit lays the foundation for an effective training program that drives real culture change

Aligning diversity and inclusion training with your organization's values is crucial. While training is important, the essence of leadership lies in genuine connections with individuals. This involves practicing effective communication, understanding your team, and valuing one-on-one interactions. Additionally, leaders must grasp the company's values and set a positive example. Avoid assuming others understand your thoughts; be humble and honest. Make diversity, inclusion, and equity part of daily interactions, not just in training sessions. This approach strengthens connections and bolsters the company culture, ensuring alignment with organizational values.

This is #1 in terms of strategy but if leadership is not diverse. (This includes backgrounds, ideas, thoughts, skills) any policies, or training programs will fall on deaf ears. In my experience companies must first walk the walk.

Define the desired state by establishing SMART goals aligned with broader business objectives. Involve diverse stakeholders, benchmark against industry standards, and track progress using quantitative and qualitative measures. Be flexible and transparent in communication, celebrating achievements and fostering continuous improvement. This streamlined approach ensures meaningful, achievable DEI benchmarks. It ensures the organisation's DEI commitment is not just a statement but a measurable aspect integrated into its strategic goals. Regularly revisit and update these goals to reflect evolving organisational priorities, societal changes, and maintain alignment with the organisation's values and overarching mission.

Establish clear and measurable diversity and inclusion goals that align with your organization's mission and values. Create a diversity and inclusion statement that reflects your commitment and vision for a more inclusive workplace. Set specific benchmarks and timelines for achieving your diversity and inclusion objectives.

Internal communication is really important here. It's not just about defining goals and aligning trainings with values, it's about sharing loud and clear messaging with your employees saying why this is important to you and what you want to achieve

Para saber o estado desejado, é importante saber o potencial real dessa empresa dentro de prazos. Essa empresa conseguiria implementar a cultura de diversidade em todo o seu corpo de funcionários em um ano? Para saber a resposta, é necessário saber a quantidade de funcionários, o grau de engajamento e aprofundamento atual nos temas de diversidade da empresa, o grau de absor??o do tema por parte das equipes etc. Um outro fator que pode contribuir para essa resposta é a localiza??o geográfica e a cultura da cidade e do estado da empresa. Como exemplo, existem, no Brasil, estados mais conservadores e resistentes ao tema de diversidade e outro mais abertos ao tema.

I recommend bringing in people with lived experience to share their stories. It will make the challenges others face more real and hopefully drive up empathy and understanding.

Include organizational stories: Share stories and examples of how your organization has lived up to its values. Use inclusive language to make sure the terminology align with the organization's rules.

Prioritise active engagement and practical application. Shift from a traditional presentation to an interactive workshop, incorporating activities, breakout sessions, and group discussions for participant involvement. To enhance relatability, include lived experience voices— you can host guest speakers with diverse backgrounds. Foster a collaborative learning environment where participants actively contribute to discussions and problem-solving. Infuse real-world examples and case studies specific to your organisation, illustrating how values translate into actions. This participatory approach ensures comprehension of theoretical concepts and cultivates practical skills for fostering diversity and inclusion in the workplace.

Customize your training content to address the specific needs and challenges identified during the assessment phase. Incorporate real-life scenarios and case studies to make the training relatable and practical.

Offer various training formats to accommodate different learning styles, such as in-person workshops, online modules, or mentoring programs. Encourage open dialogue and discussion during training sessions to foster a safe learning environment.

Upskilling is the process of acquiring new and relevant competencies needed today and in the near future. It assists the organizations to address the skill gap due to digitalization. Job enrichment, Peer Coaching, Peer Mentoring, Outsourcing Specialists are the methods an organization could rely on. Predominantly aligning diversity and Inclusion with company`s vision is a key factor, therefore, Identifying the training needs and adapting right training strategy is critical.

Consider the accessibility and inclusivity of your chosen training methods. Ensure that the content has accommodations for different learning styles and abilities. Incorporate interactive elements, encouraging active participation and discussion, fostering an inclusive atmosphere. Tailor examples and case studies to reflect diverse perspectives, making the training culturally relevant. Implement a continuous improvement mindset, using ongoing feedback loops not only to measure impact but also to adapt content and delivery methods to evolving organisational needs. Lastly, promote inclusivity by featuring a diverse range of voices in training materials and facilitators, contributing to a richer and more representative learning experience.

Eu prefiro sempre apostar no combo: treinamento + dinamicas de grupo. Essa dupla opera milagres no engajamento das equipes e esclarecimento do tema. Meu treinamento voltado para a lideran?a consiste em 4 encontros onde eu ministro treinamentos dinamicos e interativos, sempre com exemplos reais, trago dinamicas de grupo e passo vídeos atuais (com os quais as pessoas podem se identificar e entender mais de perto os benefícios do tema). Para além dos treinamentos, em minhas páginas na internet eu costumo disponibilizar cursos curtos e infoma??es acerca do tema para que as pessoas se mantenham atualizadas e engajada

Tudo deve ser avaliado de tal forma que as pessoas absorvam todo o conteúdo ds forma mais efetiva possível. Quest?es como o cronograma, carga horária, local devem receber a aten??o necessária, bem como a rotina das pessoas instruendas. O conteúdo deve falar a linguagem do público, n?o deve ser dúbio e deve ser atraente

Adjust your training strategy based on the evolving needs and goals of your organization. Promote ongoing learning and development by offering advanced diversity and inclusion training for all employees.

Culture is everything! Most effort should be put into creating a solid, supportive, and challenging culture. Don't support destructive behavior. Promote the supportive and constructive. Training is only a one-time event - the culture is permanent and present continuously.

And after you do all of this, create a mechanism to measure the effect. After doing all that's mentioned in this article, is there a change in how your employees feel? Do they feel a stronger sense of belonging? Do they feel they have the space to be who they are?

Adapting your training strategy requires a vigilant approach to organisational dynamics. Actively solicit feedback from participants and stakeholders, cultivating open communication for targeted enhancements. Conduct periodic assessments to gauge the evolving effectiveness and relevance, adjusting to meet shifting organisational needs. Stay informed about emerging trends in diversity and inclusion, incorporating them to maintain strategic resonance. Foster a culture of continuous learning, encouraging adaptability and responsiveness to diversity challenges, ensuring your training strategy remains dynamic and integral to your organisational culture.

Diversity and inclusion are not merely buzzwords; they are the cornerstones upon which innovative and successful organizations are built. To truly embrace diversity, we must regularly review and improve our training programs. We must assess their effectiveness and relevance, making adjustments as necessary. This means seeking feedback from our employees, understanding their experiences, and adapting our training to address their unique needs. Most importantly, our training strategy must align with our organization's core values and vision. It should reflect our commitment to inclusivity, equity, and respect for all. When our training embodies these principles, it becomes a powerful tool for inspiring positive change.

Designing an effective DE&I training programme is incredibly important, but the work doesn't stop there. To ensure that the training sticks and employees know exactly how DE&I relates to their company values, you have to incorporate DE&I and values-based KPIs into their PDPs and Annual Performance Review Plans. Challenge your team to present instances where they've actively championed DE&I in their work. Ask for real-life examples demonstrating how they've contributed to bringing your company's values to life through their promotion of DE&I (e.g. attending DE&I training or joining an ERG!). This approach not only educates your team but also holds them accountable, ensuring that DE&I isn't just a workshop topic but a daily commitment.

Remember that the title of the training will turn many off and could have adverse corporate consequences when DEI is cancelled due to its political linkage to the Biden administration. A better training focus is the Army slogan: “Be all you can be!” Encouraging every worker to excel and thus advance through hard work and conscientious behavior will pay great benefits. Advancing people due to some diversity goals will have negative results and discourage hard work.

In my experience, when you have a diverse workplace this training is one of the most effective tools for improving overall employee turnover rates. Having guidelines for your employees to follow in terms of diversity and inclusion creates a friendly workplace where employees can grow despite their demographics. I’ve had an older colleague raised in a segregated southern state, working alongside a biracial, young colleague. There was an instant where a few racially charged comments were made in the workplace which eventually led to an internal and external investigation. Following this investigation, my organization decided to provide diversity and inclusion training for every employee of our organization.

Consider outsourcing your efforts! Bring in JEDI masters to effectively assess, define, design, and deliver training to your organization. Re-engage occasionally to ensure that the organization is still aligned where it counts and adapt when needed.

The reception to diversity and inclusion initiatives falls on your organization's leaders, both formal and informal. Without genuine buy-in, these initiatives simply check a box. Leaders must acknowledge and communicate the value, through your organizations lenses, in having intentionality towards building a diverse and inclusive culture.