For companies, diversity and development go together. The results of a research done by professional search engine findcourses.com are: The quickest growing organizations are 72% bound to have high diversity in their company compared with the ones that didn’t grow last year. Diversity and Inclusion (D&I) training in the workplace has made some amazing progress from the compulsory HR-initiative and is presently viewed as a driver of talent and innovation in an organization. This new age of D&I combines amazing innovation like virtual reality with multi-modal ways to show employees about cultural competence and unconscious bias in meaningful, sustainable ways.
Set yourself apart from the competition
Research shows that companies having diverse and inclusive workforces are more profitable and innovative.
Pharmaceutical organization Bayer is a great model: they can thank their outstanding diversity program for winning The Catalyst Award, which is the most noteworthy respect for diversity in the United States. Their Head of U.S. Learning and Talent Development, Karen Bicking, credits this accomplishment to their active promotion of women in the working environment: “We have programs designed for diversity and inclusion, so we join hands with some other organizations to help develop our women leaders .”
Use small initiatives to achieve a bigger goal
A diverse and inclusive organization culture can’t grow overnight but should be developed over time. Also, it should be multi-pronged and include more than one method of delivery to adapt to various learning styles and preferences.
Max Avruch of BCG Digital Ventures credits the noteworthy achievement of D&I training to the expanded use of multi-model approaches and what he calls “radical inclusion.” According to Avruch, the organization’s learning and organizational development specialist, complete inclusion depends on an organization culture that includes diversity in a large number of different ways. Formal training meets a strategy specifically formed for the particular organization’s needs. He clarifies the general objective of D&I training as: “It is the idea of truly attempting to incorporate everybody and not feeling like there’s the isolation that may easily happen in a work-type community.”
Bring D&I into daily life
Accepting diversity in a genuine manner and making it accessible daily is probably going to cultivate development and innovation than a hurried PowerPoint presentation.
To flawlessly include D&I training into your company, follow in the steps taken by BCG Digital Ventures. Their initiative to feature LGBTQ Pride included putting up Kinsey scales, which depict an individual’s sexual direction, within the washroom stalls down in their office. Employees were urged to anonymously stamp where they fall on the scale. As indicated by Avruch, “It was a path for us to show diversity on our walls and to show individuals there is a range around direction,” says Avruch.
Innovative approaches like this that bring D&I training out of the classroom and into day to day life are critical for building up a welcoming, encouraging environment for an diverse set of talents to prosper.
With regards to D&I training, organizations that fall behind will get left behind. If you don’t need your organization considered as a part of the 48% who still can’t seem to offer any sort of D&I training, there’s no time like the present. Reeves of Merck gives one final recommendation:
“Start little. Truly have a look at where you can begin and then simply feel free to work on it!”