There’s been a reckoning of sorts. A realization that many industries seem to be operating from a dusty old playbook that favors a particular demographic.
Through building and implementing diversity training programs, top tech companies are leveling the playing field, shaking up the old way of doing things, and reaping the rewards, including exciting innovations.
It’s a known fact that workplace diversity is a big contributing factor in increasing the bottom line. When diverse teams of people put their heads together and push the boundaries of current market standards, the possibilities are endless.
For anyone looking to introduce a diversity training program that makes a difference and has a lasting positive impact, here’s everything you need to know.
Who Will Your DEI (Diversity, Equity, and Inclusion) Initiatives Serve?
To be successful when creating and implementing diversity training programs, it’s important to first establish:
- Who they’re for
- What your goals are
- Which topics need to be addressed to best meet those goals
Typically, diversity training highlights the challenges marginalized groups face. This includes people with different sexual orientations, gender identities, ethnicities, or cultural backgrounds, as well as those who practice different religions. It can even be for people burdened by physical or cognitive stressors and challenges.
Each of these groups has faced persecution in some way or another. Aspects of that can still exist today.
Sometimes, it’s systemic: the product of unfair practices and unequal treatment that have continued unquestioned for decades. In other cases, it exists through how others perceive them via stereotype (or ignorance).
An incredible component of being human is the ability to share individual experiences. When drafting your company’s DEI training ideas and options for training courses, get feedback from your coworkers. See if any colleagues who fall into typically marginalized categories would like to contribute and provide input.
Do your best to see the world from other perspectives and ask questions like:
- How may history have held this particular group back?
- How may that have influenced how they feel?
- How might it be different for them to go out into the world and face society than it is for you?
- In what ways can you offer support?
The goal, of course, is to be an ally: a supportive resource for underrepresented groups. Be as thorough as possible when thinking about who you’re supporting, why, and what that support looks like.
Think deeply about what you can do to establish a sense of belonging with an inclusive culture geared toward equitable outcomes.
Read more: 8 Reasons Why DEI is Essential for Your Business
What Does an Effective DEI Program Entail?
A successful DEI program addresses multiple areas of an organization and involves taking the necessary steps to examine and revise previous standard operating procedures.
As each process is dissected, new protocols are implemented when necessary. Team members are made aware of these new processes and brought up to speed through relevant workshops and training.
All diversity training programs should be drafted with involvement and input from people at all levels of the organization, including executives. Everyone needs to be supportive and understand both the business benefits and the importance of contributing to systemic change.
Training should be multifaceted and cover real-life topics, highlighting existing data and case studies when necessary.
For fully remote or hybrid organizations, you can host different types of online diversity training. Delve deep into the various subjects typically covered by DEI, taking full advantage of all the different e-learning opportunities.
You can create or purchase a reputable self-paced diversity training course that includes quizzes after each module and combine that with an annual in-person get-together to explore compliance training and cultural competency.
Additionally, there are DEI-related courses created specifically for HR professionals and leadership, which can help people in influential positions gain a better understanding of the overarching goals and mindsets.
Here are some of the common methods used within diversity training programs:
Examine Unconscious Bias
Shining a light on unconscious or implicit bias is a powerful way of exposing social stereotypes that people tend to have about certain “other” groups.
No matter who we are or where we came from, it’s a natural part of evolution to become comfortable with our own particular social demographic. This can manifest through suspicion — being unsure of those perceived as “different” or “other.”
The danger of not recognizing unconscious bias is that it can lead to favoritism. We may opt for someone who was raised similarly and displays the same cultural and physical characteristics or unwittingly perpetuate the cycle of marginalization.
Unconscious bias training is one of the best ways to become aware of the mind’s hidden (yet influential) workings.
Include Diverse Perspectives
Gaining insight into someone else’s experience is eye-opening. It’s critical that things certain demographics have to endure — sometimes daily — be shared.
It’s imperative to delve into the experience felt across diverse backgrounds and perspectives. Learn what it’s like for each to exist in society today as they experience things from microaggressions to unjust treatment.
This opens the door to a more empathetic understanding and creates a work environment where people feel accepted and safe. The benefits are better employee retention and a stronger, more productive team.
The more we are able to open our eyes and share our experience of moving through the world, connecting over similarities and sharing the differences with others, the quicker some of the injustices can be squashed.
Include Sensitivity Training
Sensitivity training explores key elements of emotional intelligence. It is similar to diverse perspectives, but the focus is on actions, such as ways a seemingly flippant or casual comment can heavily impact others.
For example, a joke made by one coworker can easily fall flat when directed toward someone who carries the burden of injustice. That injustice could be something the joketeller would have never even considered based on their personal experience.
Unfortunately, sensitivity training sometimes gets misconstrued as an instruction to tiptoe around people for fear of “setting them off,” but that’s not at all what it’s about. Instead, it’s an invitation to open up to the realities of other people’s lives from a place of empathy and a genuine concern over their feelings.
That, coupled with a broader understanding of how certain things may be challenging or seemingly unavailable based on their demographic, should be covered in sensitivity training.
Involve Some In-Person Workshops and Training
While online training is convenient, companies that take it very seriously understand the importance of bringing the team together in person whenever possible.
That is because gestures and body language contain a lot of nuances, which can be lost or don’t translate well on screens. However, there’s a lot that can be gleaned from being together in the same room.
Annual or bi-annual trainings and workshops are excellent ways to attract a diverse array of trainers and speakers and focus on different topics.
You can cover one or more of the ideas mentioned, perhaps creating a seminar or retreat that lasts a few days.
It’s crucial that people feel safe, especially when hosting interactive training that encourages vulnerability and openness. No one should be forced to participate or share if they choose not to, and it’s okay to have some boundaries in place. It’s also unnecessary for them to dive into deeply personal experiences they may regret sharing with their coworkers.
Of course, it’s great when people open up and share their individual perspectives; just try to steer it so that it relates to the topic at hand.
The focus should be broad and geared toward addressing social dynamics — both the struggles and the potential solutions.
Provide a Reason to Examine Current Policies and Procedures
This is a crucial step. Review company policies more equitably, seeking ways to improve in areas like the current work environment and company culture.
- How would you rank yourself when it comes to diversity?
- Does your company accurately reflect the demographics in your area?
- If you’re fully remote, how representative is it of the demographics of North America?
Black Americans represent 12% of the population in the United States, yet only 8% of tech employees.
Where does your company fall within that spectrum?
Consider company culture, too: are there any aspects of your current operations or communication that could unintentionally make a particular group uncomfortable? Are there ways you could nurture a more inclusive work environment?
Has there been a need for disciplinary action of employees for misconduct that falls under the realm of what DEI addresses? Or, do you even currently have a protocol for what is not accepted and a clear procedure for how violations of that policy will be addressed?
Focus on areas that need to be changed. Outline what needs to be remedied and why as clearly as possible, and then establish clear metrics to monitor your progress.
Expand Recruitment to Include More Candidates
Expanding your search is one of the best ways to reach a more diverse candidate pool. Obsidi® Recruit is an excellent resource, and its network includes thousands of qualified Black tech professionals excited to land their next employment opportunity.
Posting your job opportunities on Obsidi® is an excellent way to extend your search in a way that aligns with company values and yields the best candidate possible.
Having a diverse workforce is proven to be one of the best ways to increase the bottom line.
Top Black tech candidates are being trained right now at Obsidi® Academy!
Encourage Employee Engagement
Typically, incorporating DEI values makes all employees feel like they work for a place that cares about them and their well-being, which is a big driving force behind employee productivity.
Opening the floor for all employees to share their thoughts on job-related topics (including ideas on creating more cohesive inclusion programs) makes employees feel valued and heard.
In addition, offering employees a chance to share their opinions provides a broader insight into the organization’s inner workings.
Keep Them Meaningful
This can include team-building exercises that encourage teamwork and decision-making from a diverse group perspective.
It doesn’t have to be serious all the time, either. Incorporate elements that make it fun, things that encourage people to relate and share in ways that align with the program’s overarching goals.
It’s natural for some people to groan and roll their eyes when they see a mandatory training session pop up on their calendar. While it’s true you can’t please everyone, it’s okay to think outside the box about ways to make diversity programs impactful and enjoyable.
Understanding the Importance of Building a DEI Program
Diversity, equity, and inclusion exist in part to address systemic issues deeply rooted in some of the ways society operates. Therefore, it’s critical to be mindful of all the areas where these injustices arise and create a robust and meaningful program that actively works to chip away at them.
Enacting a DEI program or hosting DEI-related training should never be done as mere virtue signaling or as a way to try and gain favor with the public.
Successful companies with DEI initiatives have a firm grasp of the issues and then actively make their decisions in a way that aligns with their values.
It’s exciting to be part of building something that’s created on a foundation of equity and respect. Of course, that doesn’t take away from the fact that it’s good for business, too.
Conclusion
Remember, the goal of these training sessions is not to make people feel bad or uncomfortable. The idea is to create a place where people feel safe, free to be themselves and not be judged or hindered.
That way, they can focus on the task at hand. Tap into creative ingenuity and work seamlessly with the rest of the team as an unstoppable force.
