How do you work with diversity trainers and experts?

1 Find the right fit

Before you hire a diversity trainer or expert, you need to have a clear idea of what you want to accomplish. What are the specific challenges or gaps that you want to address? What are the learning objectives and outcomes that you want to achieve? How do you measure the impact of the training? These questions will help you narrow down your options and find the right fit for your needs. You can also ask for referrals, testimonials, or samples of previous work from potential trainers or experts to assess their credibility, experience, and style.

2 Communicate your expectations

Once you have selected a diversity trainer or expert, you need to communicate your expectations clearly and openly. This means sharing your goals, budget, timeline, and feedback mechanisms with them. You also need to provide them with relevant information about your organization, such as its mission, vision, values, policies, and demographics. This will help them tailor their approach and content to your context and culture. You should also discuss any potential challenges or risks that might arise during the training, such as resistance, conflict, or backlash, and how to handle them.

3 Involve your stakeholders

Working with a diversity trainer or expert is not a one-way street. You also need to involve your stakeholders in the process. This means engaging your leaders, managers, and employees in the planning, implementation, and evaluation of the training. You can do this by soliciting their input, feedback, and suggestions on the topics, methods, and materials that will be used. You can also encourage their participation, engagement, and accountability during and after the training. For example, you can ask them to complete pre- and post-training surveys, assignments, or action plans.

4 Support the learning process

Working with a diversity trainer or expert is not a one-time event. It is part of a continuous learning process that requires ongoing support and reinforcement. You can do this by providing your team with the necessary resources, tools, and opportunities to apply and practice what they have learned. You can also create a safe and supportive environment where they can share their experiences, challenges, and successes with each other. You can also monitor and track their progress and performance and celebrate their achievements.

7 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?