Diversity and Inclusion using DiSC model

Diversity and Inclusion using DiSC model

Diversity and Inclusion using DiSC model is based on the basic premise that it is ethically, legally, and morally incorrect to discriminate against individuals based on their gender, culture, ethnicity, the color of their skin, or sexual preference. However, as time has passed, perceptions regarding diversity have changed. People don’t just embrace diversity for the sake of morale anymore. 

There are a lot of businesses that say having more diverse workers makes them more effective. It helps them tap into newer segments in the market, increasing their visibility and branding as an employer and a marketer. Diversity has been proven beyond doubt to be good for business. 

Inclusion isn’t easy. Some attempts to bridge diversity in the workplace have backfired because they escalated conflicts between employees, which hurt productivity and teamwork. For a workplace to be inclusive, everyone needs to change their attitude. 

People need to move beyond the old definition of diversity that tries to increase the representation of traditionally underprivileged “identity groups” into a more contemporary one. Diversity is about bringing in and accepting new perspectives, market insights, and approaches to work those different identities can bring. 

In essence, outsiders bring in fresh ideas on how work needs to be done, how processes can be improved, what their people prefer in products and services the business sells, how concepts can be communicated better, and more. All this could mean major changes for the “insiders.” Accepting it wholeheartedly isn’t easy. 

Managers and leaders need to know how much change there is. They need to know how to steer people in the right direction without hurting emotions or sentiments that are bound to run high. Communicating the change can be a tricky business and requires a great deal of empathy. That’s where training comes in. 

Why is Diversity Training Necessary?

  • Make sure the change agents understand the behavioral priorities and preferences of people involved in the change so they can manage it better. 
  • Understanding people’s behavioral preferences will help you know what to say and how to say it. 
  • Develop a deep understanding of behavioral choices so you can structure and deliver difficult messages. 
  • Prepare yourself for how different people will react to a change in attitude necessary for inclusion and be ready to deal with them with a clear plan. 

DiSC Assessments have proved their worth in helping organizations manage change since they rely on behavior as the tool. Participating in a DiSC Certification program can help people better understand Diversity and Inclusion using the DiSC model and how they can use it to solve issues that may arise during diversity management. 

Contact us if you are interested in a diversity and inclusion program that is tailored to the needs of your organization or team.