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Why DI Training is More Important Than Ever

By: Erich TollUncategorized

Top 4 Components of Diversity and Inclusion Training

 After a tumultuous year of advocating for racial and social justice, organizations are ready to step up their game. They’re dedicating their resources to diversity and inclusion, and they want to ensure that their company culture is empowering and supporting their employees…instead of detracting from their lives.

Unfortunately, some of the human resources’ favorite words to use — “diversity,” “equity,” and “inclusion” — have lost meaning for many. Could you tell us what any of these words actually mean? Could you tell us how you’re clearly and intentionally implementing them in your workplace?

For many, it’s unlikely. Unfortunately, every organization must be hitting on each of these (and more) in order to be doing diversity training correctly. In this blog, we’ll walk through what the four core components of diversity and inclusion training are and how you can utilize them at your company. 

  1. Equity and inclusion

Equity is the guarantee of fair treatment, access, opportunity, and investment for all. When you strive to make everything equitable, you aim to identify and eliminate the barriers that have prevented the full participation of some groups while acknowledging the historically under-served and under-represented.

Inclusion seeks to bring traditionally excluded individuals and/or groups into processes, activities, and decision-making in a way that shares power and equal access to opportunities and resources.

By training your staff on these ideas, you can enhance communication between them and create inclusive behavioral expectations for your entire firm.

  1. Unconscious bias

An unconscious bias, also known as an implicit bias, is a pre-reflective attribution based on social stereotypes. Many people aren’t even aware that they have them and use their unconscious bias to make snap judgments about those around them. These unconscious biases can be harmful to how we all coexist – especially in the workplace. To help eliminate the presence of unconscious biases, the key is making employees aware of them. This helps them understand their influence and how they can consciously avoid them.

  1. Microaggressions

Microaggressions are subtle slights, snubs, and insults that communicate hostile, derogatory, or negative messages about an individual’s race, gender, age, sexual orientation, etc. They often come from unconscious bias, and while they aren’t always intentional, they’re hurtful nonetheless. Addressing microaggressions in diversity training allows everyone to come to the table and realize how they can better respond whether they’re the target of these hurtful words or acting as a bystander or perpetrator.

  1. Culture

Creating a workplace culture that’s informed by diversity, equity, and inclusion may seem intimidating. However, building an environment around a variety of backgrounds allows your employees to interact comfortably regardless of their race, gender, socioeconomic status, sexuality, religion, etc. As an organization, your goal should always be to enhance collaboration efforts and remove any barriers to inclusive teamwork. To enjoy all 100+ events, inclusion tips and more, see our Diversity Calendar Suite

Final thoughts

 You now have the tools to start your very own successful diversity program! These four components are critical to any DEI program that you create to support and empower your employees. You’ve got this! Stay up to date with our entire 2022 Diversity Calendar!

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