Inclusion And Diversity Training Success Secrets

Posted by Rees on February 15th, 2021

When an organization prioritizes, develops, and implements , it has committed to improvement and change. Inclusion and diversity training is not something that organizations enter into lightly.

Please note as I write this, there is “pressure” in and around the subject of “Inclusion and DIversity”. My wife and I were talking last night, and she shared that several popular TV shows all have a plotline that is touching on diversity, equity, and inclusion.

No matter what you call it, there is a heightened state of awareness about inclusion and diversity. As DEI Consultants, we’ve been talking about it and sharing ideas about it for some time now, but there are a more public discussion and awareness of it.

This could be caused by things in the media ranging from racial injustice to huge financial penalties being levied. (Pinterest settled a .5 million gender bias lawsuit reported by CNN.)

To us, the key is not what has started the progress but how organizations embrace it and use it as a tool for long-term improvement and success.

When it comes to inclusion and diversity training some organizations make the mistake of getting motivated and wanting to jump into “training” and they miss the critical step. Before you start facilitating inclusion and diversity training, you need to have a DEI plan. You want to have articulated goals and a team that is invested in the success of the program.

We have a deep dive DEI Planning Guide if you’re still in the planning process.

When you are in the inclusion and diversity training process, you need to start with a couple of clear points.

1 - S.M.A.R.T. Goals. Specific, Measurable, Attainable, Realistic & Timebound. What are the goals for the inclusion and diversity training? Creating awareness is not a powerful goal. You want to have well-defined and specific outcomes.

The other part of the training that you always want to prioritize is “demonstrate”. Training should be designed so the participants can demonstrate specific actions or behaviors. Just understanding or recognizing them is a step in the right direction but not a desired outcome or goal.

2 - Not approaching it with eyes wide open. I have more hours of training experience with diverse groups than I can even calculate but I know the majority of people walk into “training” in a neutral to a negative state. But when it comes to inclusion and diversity training there is often substantial resistance. People often come into it from a position of fear and discomfort. Inclusion and diversity training is about being open to change and many people are not quick to welcome change.

3 - The training is just the start! As I just mentioned, DEI training is often about people changing past habits. Because of that, there needs to be a process to support and nurture the participants after the training is over. Inclusion and diversity training can be very powerful, but they can’t work miracles. It needs to be supported on an ongoing basis!

On to the inclusion and diversity training!

Great “training” is all about engaging people and stimulating them to think and have open and safe discussions.

I’ve read several comments recently about other organizations' training, and the participants feel like they need to “nod and go along” with everything that is being said to just get it over with. This is a huge problem. If participants are not actively engaged and sharing ideas and concerns about inclusion and diversity, you’re missing the opportunity that is created by holding the training.

It’s critical to start the session in a way that creates an environment of safety and sharing. There are many ways to do this. One of the ways we often use is by putting participants in diverse groups and having them work on a small “safe” project. It could be as simple as coming up with a team name. It’s not about right or wrong; it’s just about reducing barriers and reducing fear.

Another way is by asking the group to define some simple terms that will be used during the inclusion and diversity training. Make it easy and without potential conflict. You don’t want to start with “Systemic racism”, but maybe try words like “safe” or “comfortable”.

When we do DEI consulting, we often do deep dives on the simple concept of how “inclusive” means people feeling safe or comfortable. That could be feeling “safe” applying for a job at the organization or being a customer. If our goal is to include more people that are not just like our existing ones, we want to make it easy for them, and feeling comfortable is critical.

In our inclusion and diversity training, we use the Socratic method. Socrates said that everyone knows everything; all we need to do is ask the right questions to bring it out. A few paragraphs ago, I mentioned people coming to the training and being resistant. By asking questions and making the session engaging you can eliminate some of that and maybe even all of it!

When people come into the inclusion and diversity training feeling resistant the last thing that will open them to learning and growing is “telling” them the information. We call that “sage from the stage” it’s our fun way of describing lectures.

The lecture is very ineffective but is even less effective when people are less open!

By using questions and discussion, people are allowed to share ideas and ask questions and navigate the learning.

Inclusion and diversity training is critical in today's world, but it needs to be seen as an opportunity and not as a problem to be solved. When participants are allowed to learn and grow, they will often go from being resistant to being engaged and growing.

DEI training is not an easy task, and it needs to be entered into with a clear plan and SMART goals that are articulated before, during, and after the inclusion and diversity training.

ABOUT

Robinson and Associates, Inc. is a female minority-owned business with over 25 years of experience helping businesses measure, manage and improve. Our “WHY” - Positively Transform Lives and Have Fun Doing It. As diversity, equity, and inclusion consultants, we partner with our clients to help them create a more inclusive and safe environment through planning and training. Our inclusion and diversity training is recognized for being engaging, safe, fun, and effective.

If you want to learn,

Please visit: https://www.inclusionanddiversitytraining.com

or

call: 208.991.2037