Diversity and Inclusion Training Offer

LeeAnn LuckLeeAnn Luck Advanced Technical Training ManagerMember
edited September 25 in Diversity & Inclusion

We are in the process of re-evaluating our current Diversity and Inclusion training offer for all employees as well as the various leadership levels. What are some of your top recommendations or "must haves" for an effective D&I training curriculum? Does anyone have strong data that they have used to illustrate the positive impact of manager focused D&I training?

Answers

  • Lexi ProvostLexi Provost Member Success Coordinator Moderator | mod

    Hi LeeAnn! We actually have a Rapid Research Response poll running right now titled Workplace Diversity and Inclusion which has a question on Diversity and Inclusion Training programs that might be an interesting metric for you. Our Rapid Research Response polls give you immediate results from all the companies that have taken the poll thus far.

    We have had a lot of success from our dedicated D&I committee, which has formed a book club of sorts and selected books with diversity and inclusion focus' to read and discuss.

    Thank you for your important questions. I am interested to hear what others companies are doing in this regard.

  • Steven ForthSteven Forth Managing Partner Founding Partner | Expert ✭✭✭

    In my own company where we struggle is accepting the big differences in cognitive, communication and decision making styles. I think this goes much deeper than gender, orientation, culture. We do not have a lot of issues with these, in large part because of our hiring practices and our leadership. I think diversity needs to be broadly defined.

  • Jason SealsJason Seals Director Member Success Member | Enthusiast ✭

    Hi LeeAnne, In my search for resources on this topic, I found the research done by Harvard Prof. Frank Dobbin a good place to start. He talks about why many of these programs fail, and what versions tend to get real, positive results. His work indicates that diversity training alone can actually backfire and make managers defensive - even resulting in less diversity. The key seems to be that you need to bring managers into the problem solving process. When managers see the current stats and challenges for themselves, they are much more likely to accept the problem as a problem, and to drive solutions.

  • LeeAnn LuckLeeAnn Luck Advanced Technical Training Manager Member

    Thank you Jason. I look forward to reading this research. Sounds like we are on that same page already with our efforts to mobilize the majority and bring them into the process. I appreciate the dialogue.

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