8 Types of DEI Training You Can Implement in Your Business | in stride (2023)

Today's forward-thinking leadership works to address differences in workplace culture caused by social barriers and biased thinking. And as we move forward, it's important to emphasize Diversity, Equity, and Inclusion (DEI) to hold organizations accountable and work toward a better, fairer future for employees. Inclusive behaviors and practices are important skills to cultivate and, fortunately, can be acquired through ongoing training and learning.

DEI training is critical to creating a safe and equitable workplace for all employees. It has the potential to help a company uncover hidden biases and address unfair hiring and development practices. It can also benefit corporate culture, increase growth potential, and transform the lives of your underserved employees.

On the other hand, training is just one small piece of a much larger DEI puzzle. The reality is that a few training sessions will not be enough to drive meaningful DEI change throughout the organization. But in conjunction with other DEI initiatives, such as mentoring programs ortraining of the manpower, Training can be an important part of your broader strategy.

Let's take a look at the different types of DEI training and the benefits and challenges that come with each.

What is diversity, equity and inclusion training?

Diversity, equality and inclusion training helps employees at all levels and departments to work better with colleagues of different identities and backgrounds. Their goal is to build awareness and skills that support marginalized employees and help foster a safe, compassionate, and fair office culture where everyone feels valued.

Benefits of DEI Training

Business Benefits of DEI Training

The focus should always be on the human case for DEI training, as diversity, equity, and inclusion are, at their core, human concerns. But organizations in general also benefit from DEI, and there are a number of compelling business cases for implementing this type of training.

Organizations with high employee engagement as a result of improved DEI can achieve up to21 percent more profitablethan comparable organizations without. In addition, DEI also reduces the incidence of workplace bullying, which is a costly problem for organizations.$7.6 million a year. Another statistic from Global Diversity Practice shows how more diverse organizations are leading industry innovations as diverse teams make better decisions.87 percentall time.

Who is DEI training suitable for?

Who should attend the DEI training?

Everyone in your organization should take some form of DEI training, especially those in leadership and people management positions. It is common for diversity in the workplace to be lower in management and executive positions, and the people in these positions are often the most influential in the entire organization. This makes it all the more important that your leadership team be involved and actively participate in DEI initiatives.

DEI Training Topics

What topics should be included in diversity, equity and inclusion training?

Here are some of the more common topics covered in DEI training:

8 Types of DEI Training You Can Implement in Your Business | in stride (1)

Within these themes, here are some DEI competencies to prioritize construction:

  • cultural humility:The practice of challenging bias and bias in the workplace (including your own).
  • Social identity awareness:Understanding who a person is is based on the groups to which they belong.
  • Challenging structural inequalities:Institutional patterns that offer advantages or disadvantages to members of the workplace based on race or identity.

It is important to take a close look at your organization and identify areas of bias or homogeneity that need to be addressed. No two companies require exactly the same type of training.

DEI Training Types

Types of training in diversity, equity and inclusion

Different types of DEI training are used for different purposes depending on the needs and culture within an organization. Training can help mitigate biased or unfair behavior, promote awareness and empathy, or empower your diverse workforce.

Below are the types of DEI training tactics that have been developed by cultural competency advocates.glen guyton. Executives should have several of these DEI training tactics in their toolkit.

  • common groundThe training is based on finding similar priorities, values ​​and objectives to align colleagues and lead everyone on the same path.
  • ease of conversationTraining creates an open space where less vocal employees can be heard, raise issues, raise concerns, and give feedback.
  • cultural sensitivityTraining helps members of a dominant group in your organization improve and empathize with peers with underrepresented cultures, backgrounds, or identities.
  • unconscious biasThe training aims to uncover and identify the unconscious ways in which we engage in biased or repressive behaviors and practices.
  • accommodationThe training empowers diverse employees to advocate for better workplace housing. It allows employees with different physical, environmental or religious needs to promote the creation of spaces where they feel comfortable and safe.
  • including leadershipTraining helps supervisors identify discriminatory or oppressive management practices and break "skewed systems" in the workplace.
  • commitment to the communityThe training goes beyond your internal organization and encourages team members to consider how their company can serve the community at large through the lens of DEI.
  • against oppressionit's an advanced type of training that teaches employees how to transition from ally to collaborator and take a proactive stance in supporting and encouraging their marginalized peers. This type of training often includes topics like anti-racism, anti-sexism, anti-transphobia, and more.
Measurement of the DEI training effect

Measuring the impact of different types of training on diversity, equity and inclusion

After implementing DEI training at your workplace, how can you determine if it is a success? The first thing to know is that it will take time before you start to see results. And it's important to implement diversity training for the long term: Think of DEI as a marathon, not a sprint.

Examples of diversity, equity and inclusion metrics

Now let's take a look at some key metrics.

  • Percentage Diversity in Leadership:Do you have a diverse presence in management? This includes leadership at all levels, including the C-suite and even a board of directors.
  • retention:Do employees enjoy their work and feel they have equal access to advancement and qualification opportunities?
  • Program Commitment:Are training, mentoring and other programs used for the continuous learning of your employees? Has engagement increased since the introduction of DEI training?
  • Employee Comments:How does your workforce feel about the culture around DEI? Do they feel cared for by DEI initiatives? Do you think DEI's current initiatives have been effective? What demographics of your workforce do you think the DEI training was successful? which one not?
Where DEI Training Falls Short

Where DEI Training Falls Short

The commitment to DEI must be a constant practice in any organization. And to achieve a truly equitable workplace for your employees, your DEI initiatives must go beyond training. Many of these short-term initiatives can have an impact in the moment, but fall short when it comes to creating lasting change.

This is where additional mentoring and learning opportunities come into play. Ongoing mentoring can help support the advancement of underserved employees while providing ongoing training to well-represented employees, so they can be better allies.

If you are looking for an even more complete solution, consider implementing aEmployee training program that works hand in hand with your existing DEI initiativesto provide learning opportunities for its employees. Businesses are in a unique position to deliver education that breaks down systemic barriers and serves underrepresented groups. This approach, along with other DEI efforts such as training, can be an important driver for achieving sustained social impact at both the organizational and individual levels.

Ready to learn more?Read this ebook to learn more abouthow to improve your DEI efforts with staff training.

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