3 Ways to Make DEIB Training Actually Impactful

73% of professionals ?want more DEIB training at work, and companies with successful training programs see more employee engagement, higher customer retention, and more diversity in leadership. So, how can companies back DEIB topics with effective, genuine training in a way that produces real impact?

Consider these three must-haves for your DEIB training plan.???

3 Ways to Make DEIB Training Actually Impactful?

1. Measure improvement from a baseline. Some companies get so excited about all the good that DEIB training could do that they jump into executing it without looking back. But it’s hard to know what progress is happening —?and what’s driving it —?without knowing where you started from. Before investing time and money into company-wide training, you should get a sense of where you’re starting from on key DEIB metrics like internal mobility, employees’ sense of safety at work, and employees’ perception of belonging.?
2. Encourage involvement at the very top. Only about 4 in 10 managers feel prepared to talk about race and equality with their teams, despite 69% of executives agreeing that diversity is important. That gap is often due to a lack of DEIB training for management. When we roll out training as something that’s for less-senior staff only, we defeat much of its purpose. Busy senior leaders need to understand that they don’t get a “pass” to sit out training; it needs to be a top priority for them.?
3. Ask about —?and listen to — individual preferences. Different people learn in different ways. A scenario-based training program may work well for some employees, while others prefer a self-paced curriculum or group workshops. Before locking in your training strategy, ask employees how they like to learn, and make sure you’re working with external trainers who can adapt their material to the needs of their audience.?

For more ways you can make DEIB training impactful, take a look at this blog , written by Sienna J. Brown .