Steps for Launching inclusion and Diversity Training Program

Building a culture of diversity and inclusion (D&I) in the workplace is an important strategy for ensuring your organization is as diversity-aware as possible. However, according to’s 2019 L&D report, 48% of employees do not receive any form of D&I training on the job. This worrying statistic may explain some of the difficulties faced by HR managers: more than half of HR managers struggle to recruit the best global talent into their company. There are many barriers to recruiting international talents, such as sourcing diverse talent from where your organization operates, complicated visa requirements, and navigating international deadlines and communications. But, by building a culture of D&I in your organization using well-designed diversity and inclusion training programs, your talent acquisition team will be well equipped to contribute to this culture in its recruitment strategy.

Practicing training professionals have identified key strategies for D&I training that have nurtured diverse and inclusive work cultures, and diversified talent pools to ensure that a wide variety of perspectives are brought into organizations. Find out how to bring diversity into your organization’s doors and start addressing diversity in your organization’s recruitment strategy.

What is it?

  • Start the change at the top
  • Create an impact on talent acquisition and recruitment
  • Putting inclusion into practice
  • Making training a concrete reality
  • (Re)gain your competitive edge
  1. Start the change at the top

So you’re ready to meet your organization’s diversity needs, but where do you start? Regardless of the size of your organization, the cliché that changing workplace culture is difficult is a cliché for a reason. Employees can easily fall into the same old routines and practices, not looking up to realize that their industry and market is constantly changing before their eyes.

When the realities of diversity are not considered in your organization, the importance and value of new and diverse perspectives can be forgotten, and your business can begin to fall behind the lightning-fast changes that every organization in today’s market faces. Diversity training programs offer a real solution, as they can help employees across organizational hierarchies understand the importance of diversity and stay aware of how diversity plays into recruitment. However, in order to implement a successful D&I training strategy, organizational leadership must be strongly involved in the process. According to the 2019 report, it is 3 times more likely that the organization of leading companies engaged in L&D has a culture of innovation. Each organization is unique and by promoting diversity learning initiatives from the highest level of management, learning strategies are more in line with overall organizational goals and avoid the mistake of implementing a “copy-cat” diversity strategy. paste “often fails.

  1. Create an impact on talent acquisition and recruitment

“It’s true that one training or resource alone cannot resolve bias,” says Janine le Sueur, vice president of programs for the Association of Junior Leagues International, Inc. In addressing diversity issues, she explains that “We take an organizational approach rather than individual learning, which means our resources and training are designed to help Junior League leaders take intentional systemic steps to place D&I at the center of all aspects of their leagues.” Once your leadership is involved in creating and implementing a diversity training program, all employees participating in the training will have a deeper understanding of the importance of diversity to overall company goals. You can check Kurt Uhlir for more details on leadership guidance. ‘organization. They will also be more motivated to put into practice what they have learned. Shaping change through your organization from the top down will help your employees internalize how diversity works within your organization, and why it is an important tool to take your organization into the future.

  1. Put inclusion into practice

At BCG Digital Ventures, they took a more radical approach to change their work culture to be more inclusive, and the results paid off.

  1. Make your workout specific

To celebrate LGBTQ + Pride Month, BCG DV took the extra step of posting the Kinsey scale to every bathroom across the company, inviting employees to post their location on an anonymous scale. It’s a way to show diversity on our walls and to show the public that there is a spectrum. Such small activities can change the culture of providing employees with an anonymous and secure awareness of the diversity that exists in the organization. Avruch explains: Many companies hold D&I training until they grow up … But then the culture began to take shape. Training and development is the driving force of culture and should be integrated into all levels of the organization. However, this is not yet true for many organizations. For example, only 30% of employers in all industries have fully matched their hiring and diversity strategies.

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