Four Ways You Can Improve It
Over the last two years the issues of diversity, equity, and inclusion (DEI) have catapulted to the forefront of conversations in organizations of every size. Many organizations are now making DEI a strategic priority, rather than just an exercise to manage their public image. Unfortunately, some are missing the mark with their training efforts which may compromise their ability to realize lasting behavior change.
Harvard Business Review highlights that while organizations spend hundreds of billions of dollars each year on training for various topics and skills, the money spent often does not have the intended outcome. For example:
- Only 12% of employees apply new skills learned in L&D programs to their jobs
- Only 25% of respondents to a recent McKinsey survey believe that training measurably improved performance
There are countless stories of organizations that have simply gone through the motions with their DEI training in order to say, “We’ve addressed this problem.” They struggle to see noticeable change in behavior or culture, and in some cases, find themselves in a media storm due to inappropriate content.
The great news is, real change is possible at both an individual and corporate cultural level. It’s not enough to simply deliver training that informs people about the fundamentals of DEI. Training must challenge long established mindsets, and equip learners with the necessary insight, conviction, and tools that will lead to new behaviors. The result will be a better outcome for everyone involved.
Here are four keys to ensuring your DEI training truly changes behavior, so that everyone feels that they belong.
Understand the Problem Through Those Who Know
Organizations should first commit to fully understand the reality and challenges that exist internally and within the communities in which they operate. It’s important to seek opportunities to learn and identify practical solutions by listening to those who are living with the inequities.
It’s only once we’ve listened to the stories and experiences of others that we can fully appreciate the work that needs to be done so everyone feels like they belong. Without this initial first step to gain a full and accurate perspective, those making decisions run the risk of offering training that will miss the mark.
Build Awareness and Challenge Mindsets
Another step in the DEI journey is becoming aware of the beliefs and biases individuals have that have often gone unnoticed. We all have years of life experience that has influenced the way we see the world. This impacts our decisions and actions on a daily basis.
Effective training should give meaning to the terms associated with DEI and build alignment around why DEI is vital in your organization. More importantly however, participants should gain awareness around their own personal beliefs and biases, how they arrived at those and how to appropriately recognize and acknowledge others. For this to happen, the training can’t simply be watching a video or reviewing a few PowerPoint slides. It’s critical that there be opportunity during the training for participants to listen to and dialogue with others, to ask questions and to discuss challenging topics in a safe and welcoming setting.
Create Conviction for New Behaviors
Organizations can easily make the mistake of delivering DEI training that only provides knowledge and awareness. This approach often fails to build conviction, and will not lead to lasting behavior change. In my experience over almost 30 years in the training and human behavior industry, I’ve not found anything more effective for building conviction than experiential learning. An experiential approach allows participants to learn through doing, rather than just being told what they should do differently. This approach will dramatically improve engagement, understanding, learning retention, and conviction to implement the new behaviors.
When discussing DEI topics, many believe they already acknowledge others, and are unaware of the biases or privilege impacting their behavior. An experiential learning approach will provide participants with numerous “AHA” moments, as they identify opportunities to acknowledge and manage their bias and privilege.
Realize It’s a Journey, Not an Event
The challenges we face today around DEI have been formed over generations. Changing behavior at the individual and corporate levels will take time and ongoing focus. Organizations must see this as a journey and not just a training event.
To ensure a successful journey, organizations should incorporate these three elements in their training plan.
- Leaders own the responsibility to build an environment in which DEI can thrive. Leaders must be the example for others when it comes to acknowledging, managing bias and privilege, and demonstrating the behaviors that will ensure an environment where everyone feels like they belong.
- Training alone is not enough. Following training, participants must be equipped with the opportunity, tools, and accountability to implement the learning on the job. For example:
- Share success stories and best practices on a regular basis to highlight those doing things well and encourage or motivate others to do the same
- Provide tools for leaders to lead discussions that revisits learning and considers how the lessons are being applied in the workplace
- Establish and fund groups or committees that focus on identifying and addressing opportunities to further the DEI impact in the organization
- Measure the impact. There are many tools available to track the impact of your DEI training. Measuring people’s understanding, willingness to apply learning on the job, and their behavior change over time are all key performance indicators for a DEI culture transformation. Without metrics in place your DEI training may not have the right strategic priority in the organization, and you may struggle to know if and how you are making the desired progress.
Implementing effective DEI training is not easy, however, it is possible to create a significant and lasting impact in your organization, establishing a culture where everyone feels they belong. It requires a commitment to understanding the current reality, building awareness and conviction for new behaviors, and ongoing support for everyone’s journey so that the training produces lasting behavior change.
Bob Speers
Leadership & Behavior Change Executive
519-835-6444
Bob Speers 