As per Bersin, “the variety of people and ideas within a company, and the creation of an environment in which people feel involved, respected, valued, connected and able to bring their authentic selves to the team and to the business”. The definition of Bersin did not bring up race or gender. This is crucially important as people tend to think of that as diversity and inclusion. However, it is more. Diversity and inclusion, mainly in L&D space, is all about having it in everything that we do at our workplace.
L&D professionals should make sure that it is reflective in all their learning programs. Hence it should be part of every training program as it is an important part of any office. How, when and where it happens depends on both formal and informal solutions of planning. New aspects are needed for all aspects of learning, for creative and unique models for training and innovative modes for assessments.
Incorporating Diversity and Inclusion (D&I) into training
For ensuring that diversity and inclusion is not an afterthought in the work we do, here are a few things to keep in mind.
Develop a strategy. Work with your team to come with an inclusion strategy in your workplace. This is the right opportunity for learning leaders to guide the strategy and direction of the organization. This association will also ensure that diversity and inclusion are connected to learning objectives as well as the financials of your company.
Include workers of all levels. Training should not only be compulsory for lower-level employees. Employees from all levels, can and should benefit from the sessions. Even if you’re the CEO of the organization, you need to participate in the diversity sessions like everyone else. This would show how serious you are about the issue and everyone can better themselves with training.
Analyze your onboarding experience. The common onboarding focuses on corporate cultures and values. Consider ways to include diversity and inclusion in your onboarding process for new employees.
Create well-rounded leadership development programs. As per many studies, preparing budding leaders in an organization is important. Most L&D teams stand out in this. When preparing programs like this try using a different lens for acquired diversity other than race and gender. For example, keep in mind, educational background, social and socio-economic status amongst other things. This will help to ensure an all-rounded program for all the participants.
Look for ways to address diversity and inclusion. As a part of your employee engagement, include diversity and inclusion in your sessions. Diversity training help people to understand how cultural differences can impact how people work and interact at work.
Review turnover numbers. Work with your talent acquisition team and look for turnover numbers. If there is a group of people leaving the job, then review your program and make appropriate changes.
Diversity and inclusion training is difficult to do effectively. But when done right, it can lead to benefits to individual employees and to the whole organization.