Fact Series: DEI Training

How to make it work for you

In our recent survey on DEI in the workplace, we asked respondents to identify the activities and programmes they felt were central to DEI. There are no prizes for guessing that training came out on top, leading the way with 87% of respondents selecting the option. Training has long been the go-to activity for DEI programmes, with billions spent on it globally each year. But does it deliver on its promise?

First off, DEI training refers to educational-based programmes, typically workshops or moderator type sessions designed to promote understanding and awareness of individuals from diverse groups or backgrounds. Employee attendance is generally mandatory, and the training is often comprised of recognising and mitigating bias (conscious and unconscious), with the aim of fostering ‘inclusive practices’ and breaking down barriers.

However, assuming training on its own will address inherent and systemic problems, provide balance and deliver the above mentioned aims, is incorrect and the evidence shows that it could do more harm than good.

Behaviour won’t change overnight

On its own, training will do little to change long-term behaviours within a workplace. Changing personal and implicit biases through short-term educational intervention is extremely difficult. Long term, ingrained behaviour cannot be altered in a workshop. Changing a mindset to recognise and accept that bias is a reality and impacts our decision-making takes time and a lot of work.

Fear, defensiveness and resentment

Diversity training can backfire, eliciting defensiveness from the very people who might benefit most. Even worse, it could actually be detrimental by creating fear and anger amongst the majority groups, who feel they will be disadvantaged by the focus on DEI.

Many companies demand employees attend diversity training. They sit through a series of slides and or discussion workshops that take several hours, with little relevance to the individual attending the session. Being made to attend these types of sessions can instil resentment, particularly if the benefit and value to the individual is not defined or recognised. Even when the training is beneficial, the effects may not last after the program ends.

Furthermore, mandatory standardised training for all employees, with unmonitored impact and unknown results, smacks of box ticking. Therefore, rolling out any activity for the sake of it, without setting expectations and the ability to measure the impact and result, will devalue the attempt to make change.

Training IS essential as part of a wider strategy

There is little doubt that training is an effective and powerful tool as part of a comprehensive DEI strategy. However, there are steps to go through to understand the content and where the focus should be placed.

• A one-size-fits-all approach will not work. Without understanding the root cause of the issues in your business, you won’t be able to solve anything (because you won’t know what you need to solve) and certainly won’t be able to create a training programme that addresses the problem areas. Do the data work – understand the key issues for your business, and how they manifest, by gathering and analysing the date -  if you want to progress effectively.  
• Training should be deployed as part of a process and combined with a wider set of activities designed to reach employees, support their needs, and report and review on success. A comprehensive programme of activities will amplify the success of each component.  
• The impact of the training should be monitored and measured. At the outset, define and document goals, look at the employee lifecycle and implement ongoing programs as part of your employee’s working life. A one-hit-and-run approach won’t achieve anything.  
• Understand what works and what needs adjusting. There should be reasoning and focus behind the training content, but the content will need updating and changing over time to meet your ongoing business requirements…DEI does not sit still, and neither should your approach.

Happily, companies appear to be moving away from the isolated training mindset and into one of strategy, structure and process, which is reportable and measurable. And training, if approached right, will play a significant and vital part in driving change – the right change!

Download the survey insights report to learn more about how your peers approach DEI in the workplace.

Contact us to find out how mpm included can help you on your DEI journey.

‍