Diversity & Inclusion at Work: Awareness through E-learning
Written by Maj Hansen contentspecialist at RMMBR
Do you want your organisation to be innovative, flexible, and financially healthy, while also promoting social equality?
Good news: investing in diversity and inclusion contributes to all of these goals. There is overwhelming evidence that suggests diversity boosts business performance. So it’s no surprise that in recent years, diversity and inclusion (or D&I) have rightly found their spot on the agenda of most organisations. However, it often remains a challenge to create an environment where all individuals truly feel welcome, appreciated and respected. In order to achieve this, companies resort to a wide variety of practices, trainings, and approaches. Training and learning play a vital part in this.
How? Let’s find out.?
Status quo: diversity and inclusion at work??
Over the years, awareness of diversity and inclusion has grown – both in society and business. But what exactly are we talking about when we say ‘diversity and inclusion’? What is a ‘diverse’ organisation? And what does ‘inclusion’ really mean??
While most companies already have a diversity policy, it doesn’t always turn out to be effective. In reality, a lot of people still experience hostile behaviour, prejudice and (unconscious) biases, a lack of awareness or understanding, discrimination, and forms of micro-aggression at work.???
Impact and benefits of diversity and inclusion?
There is no doubt about the positive impact of diversity and inclusion on the wellbeing of individual employees as well as business overall. An effective diversity policy helps to create a more inclusive culture at work, improve employee engagement and commitment, and stimulate innovation through sharing ideas from different perspectives. Teams are more creative and generate better ideas when their members come from a variety of backgrounds, and a diverse range of talents enhances the resilience of a company (Neuroleadership; Deloitte). Indeed, research has shown that diversity and inclusion at work leads to more innovation, increased flexibility, and better financial performance (McKinsey).??
Despite good intentions however, safeguarding diversity and inclusion remains a challenge. That’s why more and more organisations are looking for ways to actively promote these principles to realise a change.??
Code of conduct?
wA widely used approach when trying to improve the culture of an organisation is the implementation of a code of conduct. A code of conduct defines behaviours required for a safe working environment and contains guidelines on respectful communication. It promotes inclusion by acknowledging and valuing differences, avoiding biases and discrimination, and creating an environment in which every employee feels heard and respected.??
In addition, a code of conduct often offers guidelines on how leaders can contribute to an inclusive working environment, as they play a crucial role in promoting diversity and inclusion. Managers in particular are responsible for promoting the organisation's values, living up to inclusive behaviour, supporting diversity initiatives, and addressing any problems or conflicts in a respectful and constructive manner.?
By setting clear expectations and promoting a culture of respect and inclusion, a code of conduct can help create a positive working environment in which diversity is celebrated and employees can thrive.?
The issues of diversity policies?
Despite existing initiatives and programmes, embracing diversity and inclusion remains problematic for many organisations. In order to establish a diverse and inclusive environment, it’s crucial to identify persistent issues and misconceptions. When addressing diversity, organisations often primarily focus on numbers (“we need to hire so and so many employees from a minority background”). However, an effective policy also targets the culture of an organisation (Ellemers et al). To complicate the issue, inclusion in its ideal sense not only embraces visible differences between people (age, race, gender), but also invisible differences (sexual orientation, personality, work experience). These considerations ask for a more subtle and nuanced perspective.??
In addition, compulsory diversity trainings can be met with animosity and resistance. A more effective policy makes people feel their participation is voluntary (Dobbin & Kalev). This points to a wider problem that might interfere with diversity programmes – motivation. Forcing employees through endless trainings without a clear evaluation of results could negatively impact their goodwill.??
From onboarding to offboarding??
So, what are the most important things to tackle when implementing a diversity programme? Research by Ellemers et al states a few key principles. One is to approach diversity in the widest sense. To become truly inclusive, an organisation should recognise both the visible and invisible sides of diversity. In addition, diversity should not be seen as ‘just another box to tick’ when hiring people, but as an integral aspect during the different steps of a career. This way, diversity becomes intrinsic to the entire working life – from onboarding to offboarding.??
In addition, the researchers state it’s important to approach diversity systematically, by developing measures that complement each other in a logical way. Next, implement and evaluate those measures structurally. And finally, monitor the perceived diversity climate among employees. How do they experience the measures? Do they feel it has altered the level of inclusion??
When approached systematically, diversity and inclusion have the most chance of becoming shared values within an organisation.??
The role of e-learning in diversity and inclusion?
While formal training alone won’t establish a new social order, it can definitely be a helpful tool in working towards a more diverse and inclusive organisation. Especially if you’re looking for an effective diversity training: one that is voluntary, experiential, inspirational and practical (Deloitte).?
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Low-key??
First of all, online learning provides a means to reach every employee individually. Employees can access the content anywhere, anytime, in a setting that is more low-key than several live sessions with compulsory attendance, for instance. Because its implementation is subtle, an e-learning could bypass issues that thwart more rigorous programmes.??
Flexibility?
In addition, e-learnings are flexible. As research has shown, every organisation has its own unique challenges, so there’s no one-size fits all solution. But that’s the beauty of e-learning: it can be tailored to the needs of your company and the target audience. And in the process, you can choose the level of impact. An e-learning solution can target the overall culture, or focus on different aspects, such as a code of conduct, or an inclusive onboarding.??
Experience?
An effective e-learning can generate awareness and empathy. Online simulations allow people to experience situations they’ve never encountered themselves. This enables them to view matters from a different perspective, and experience what it means to be part of a disadvantaged minority. The hostility employees potentially feel towards diversity measures if they’re not from a minority background, might be reduced when they’re confronted with such scenarios.??
Monitoring?
Online training is also valuable when it comes to tracking progress and results. E-learnings allow an organisation to measure participation levels and hold surveys throughout the year to investigate the perceived diversity culture.??
Inspiring?
And last but not least: technology helps to make learning materials recognisable, real, and even fun. Elements such as gamification and storytelling provide means to create an e-learning that makes a lasting impression. Moreover, an inclusive e-learning can make difficult concepts accessible through visuals and the use of language that actually chimes with the audience.?
Examples of D&I e-learnings?
At RMMBR, we know everything there is to know about digital learning solutions; we understand how people learn and work, especially in today's world. That puts us in the ideal position to help you create an effective diversity training through online tools. Over the years, we’ve developed several e-learnings that contribute to diverse and inclusive workplaces.??
What’s next???
For more Diversity & Inclusion cases, check here (in Dutch).
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