Getting intentional with Equality, Diversity, and Inclusion Training

The days of tick-box training being enough are over. Employees now demand intentional, authentic, and transformative efforts in ED & I. To get there, EDI and HR leaders need to change things up and prioritise communication and purpose-driven training that goes beyond mere compliance.

1. Start with Purpose:

EDI training can no longer just be about fulfilling quotas or compliance checkboxes. To really get the attention of employees, we need to clearly articulate the fundamental purpose behind these initiatives. EDI isn't just about avoiding legal issues; it's about creating an inclusive, innovative, and empathetic workplace that fosters diversity as a strength, not a checkbox. People need to believe in what’s being done, and that comes from knowing the purpose and seeing the action.

2. Engage Employees Early:

Involve employees in the conversation right from the start. How many times have we heard about employees feeling ‘done to’, rather than involved and bought into change in organisations? EDI training is no different. Employee involvement before sourcing, creating and delivering training is crucial to get them bought into it. Share stories, data, and real-world examples that highlight the importance of EDI in your organisation, as well as how you have listened to employees to build training that suits the diverse needs of your teams. Encourage employees to be active participants, not passive recipients of training.

3. Tailor Training:

Recognise that one-size-fits-all training doesn't work, and it never did. People are one of the most ever-changing variables in the world, so training needs to change with them. Tailor EDI training to specific job roles and departments. Make it relevant to employees by addressing real workplace challenges and showcasing the benefits of a diverse and inclusive culture.

4. Continuous Learning:

EDI isn't a one-off event. It's an ongoing journey. Develop a learning and development strategy that includes regular EDI check-ins, workshops, and resources to keep the conversation alive.

5. Transparency and Ownership:

Give leaders, managers, and employees ownership of EDI commitments. Publish EDI goals and progress reports to showcase the organisation's commitment to real change.

6. Inclusive Leadership Training:

Empower leaders to be inclusive role models. Offer training that helps them understand unconscious bias, practice inclusive leadership, and advocate for diversity within their teams. Give them the tools they need to lead inclusively, with confidence.

7. Open Dialogue:

Create safe spaces for open dialogue about EDI challenges and successes. Encourage employees to share their experiences and insights, facilitated by leaders and/or experts with lived experience. Remember that learning goes both ways – leadership should be open to feedback and willing to adapt.

8. Measure Impact:

Implement Key Performance Indicators (KPIs) to measure the impact of EDI efforts. This data-driven approach allows you to track progress and make data-informed decisions.

9. Employee Resource Groups (ERGs):

Support and encourage ERGs to take an active role in fostering diversity and inclusion. These groups can be powerful allies in driving meaningful change.

10. Storytelling:

Share success stories of how EDI initiatives have positively impacted employees and the organisation. Storytelling humanises the process and inspires others to get involved.

The shift from tick-box EDI training to intentional, purpose-driven efforts requires a change in mindset and strategy. EDI and HR leaders should be the torchbearers of this transformation, communicating the 'why' effectively and ensuring that EDI training becomes a journey towards creating more diverse, inclusive, and equitable workplaces.