5 examples of successful D&I training programs

Without proper diversity and inclusion training programs in place, D&I becomes an empty buzzword. This can lead organizations to unknowingly encourage bias, stereotyping, and other counterproductive behaviors.?

This isn't just bad for morale – studies have shown that diverse businesses financially outperform companies with little to no diversity.

Why it’s important to champion D&I training ??

The call to champion D&I training is much more than a progressive trend – it's a powerful strategy that can unlock untapped potential within organizations and drive business performance.

A team where everyone brings their unique perspectives and ideas to the table ignites creativity and fosters innovation.

?? Boston Consulting Group found that diverse management teams produce nearly 45% more revenue due to their innovative approach.

However, unconscious bias and longstanding prejudices don't automatically correct themselves; companies must proactively launch training programs to foster D&I. Unfortunately, many organizations struggle, treating D&I as a one-off initiative, rather than an ongoing commitment.?

As a result, initial progress gradually wanes, and policy doesn't translate into sustained practice.

5 examples of D&I training programs that turned policy into practice ?

Companies with above-average diversity produce a greater proportion of revenue from innovation (45% of total) than from companies with below-average diversity (26%). This shows that D&I training is a powerful lever for financial growth, innovation, and employee satisfaction.

So what do successful D&I training programs look like?

1. Google’s unconscious bias training ??

As part of its broader diversity and inclusion efforts, Google's unconscious bias training addresses the hidden biases that can influence perception and decision-making in the workplace.

?? Google’s “Unconscious Bias @ Work” training was developed to make employees aware of unconscious biases and provide them with tools to reduce their potential negative impacts.?

The course covers several types of unconscious biases that can impact employee dynamics in the workplace, including affinity bias (the tendency to favor people like us) and attribution bias (how we perceive our actions and those of others).

In an effort to gauge the effectiveness of its unconscious bias training, Google carried out an experiment during new hire orientation.?

The study, which assigned participants to either a live workshop, a self-study video, or a control group, revealed that both workshop attendees and video viewers demonstrated a significant increase in their awareness and understanding of unconscious bias, remaining persistent even one month after the training.

2. Microsoft’s D&I allyship program ??? ??

Microsoft’s Diversity and Inclusion (D&I) Allyship Program is a unique initiative designed to arm its worldwide team of 160,000 people with the tools to embrace varied viewpoints and tackle issues with understanding and inclusion.

??The program aims to harness the rising passion for advocacy among employees and channel that into enhancing the company's cultural landscape.

The Microsoft Allyship Program comprises ten diverse segments and caters to multiple learning styles. Self-paced online classes give freedom to those who prefer learning at their own rhythm, while video scenarios with actors bring different workplace situations to life. The program offers facilitated sessions for those seeking guided learning to improve skills and reinforce inclusive behaviors.

But the program's core message is clear: Everyone can be an ally.

Today, 85.1% of Microsoft’s employees agree or strongly agree that “we’re diverse and inclusive,” so it’s definitely a step in the right direction.

3. BallotReady’s bias-aware interviewer training program ??

BallotReady's Bias-Aware Interviewer Training is a dedicated, ongoing program designed to ensure the most equitable and fair assessment of candidates during the recruitment process.

?? The objective is to minimize the impact of unconscious biases that can influence the evaluation of potential employees.

This unique training equips staff with the tools and strategies to carry out interviews grounded in objective evaluation and factual evidence provided by the candidate. At the same time, it teaches interviewers to focus on specific, tangible qualifications and experiences the applicant brings rather than subjective impressions, where there’s more potential for biases to creep into the decision-making process.

This commitment improves the workforce's diversity; but it also helps ensure the best candidates are selected for every position, regardless of their background or identity.

4. IBM’s Be Equal Initiative ??

IBM's Be Equal Initiative is a testament to the company's long-standing commitment to inclusivity and equality. From its earliest days, IBM has been a pioneer in championing diversity and inclusion. As early as 1914, IBM made a significant stride by hiring its first employee with a disability, well before the Rehabilitation Act of 1973 and the Americans with Disabilities Act were even conceived.

Further demonstrating its forward-thinking ethos, IBM drafted its first Equal Opportunity Policy in 1953, a full year before the landmark Brown vs. Board of Education decision that declared racial segregation in public schools unconstitutional and 11 years before the enactment of the U.S. Civil Rights Act in 1964.

?? Building on this rich history, the Be Equal Initiative aims to foster a workplace culture where all employees are treated equally and can thrive irrespective of their gender, race, or disability status.

The initiative includes comprehensive unconscious bias education, an emphasis on performance over presence to support flexible working, and dedicated programs designed to increase women's representation in leadership roles.

5. Procter & Gamble's 'We See Equal' Program ???

Procter & Gamble's 'We See Equal' Program is a significant part of its commitment to fostering diversity and promoting inclusion within the company and in society. Recognizing its influential position as one of the world's largest advertisers, Procter & Gamble leverages its powerful voice to challenge biases and inspire meaningful change through impactful marketing campaigns and product branding.

?? Internally, Procter & Gamble uses the 'We See Equal' Program to create and implement comprehensive training programs to educate employees about unconscious bias, cultural competence, and inclusive behaviors.

The training raises awareness, drives understanding, and ultimately brings behavior change, encouraging employees at all levels to act as champions of equality.

Through the 'We See Equal' Program, Procter & Gamble contributes to the global effort to achieve gender equality with their holistic approach. The program is a true reflection of the company's belief in the importance of diversity and inclusion.

?? Tailor your D&I training programs to your organization’s unique needs

Successful programs are crafted to address specific issues within the workplace. For instance, Google's program tackles unconscious bias, while Microsoft focuses on allyship. Tailoring a program to resonate with employees and directly address their experiences is key to its success.

??Ground your training in a clear understanding of human behavior

As exemplified by Microsoft's collaboration with neuroscientists, recognizing how biases work and the influence they exert over decisions and perceptions is crucial to devising effective strategies to counter them.

??Continue to review, evaluate, and iterate on your D&I training

As demonstrated by Google and BallotReady, successful training programs recognize the need for regular reinforcement and consolidation of key concepts and best practices. These programs aren't static but evolve based on feedback, allowing them to remain relevant and impactful.

?? D&I done right can help you build better teams and overcome the BS of unconscious bias

Each individual in a diverse team brings unique experiences, perspectives, and skills that enrich an organization and fuel its growth. It’s crucial to give these individuals an equal chance to stand out at work.

These five D&I programs from leading companies are a testament to how organizations can effectively elevate diversity from a buzzword to a core business practice. They provide valuable insights on implementing values and policies so they can foster an environment of equality, respect, and collaboration.

Skills-based hiring offers a practical approach to eliminating unconscious bias, ultimately leading to a more diverse and inclusive workforce, which is crucial for cultivating highly motivated, creative, and high-performing teams.

??Join the conversation: What unique strategies have you observed companies use to promote diversity and inclusion within their workplace? Share your thoughts and examples in the comments below!

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