4. Beyond the Basics; Upskilling DE&I Training for the Modern Era
The need for Diversity Training
In today’s corporate context most companies look for talent beyond the boundaries of countries. Therefore it is not surprising that modern day teams consists of employees belonging to different ethnicities, cultures, generations, languages, religions, and sexual orientations. These people who come from very diverse and different backgrounds must cohabit in the same workplace either physically or remotely. This need has lead to increased scholarly discussions on managing diversity within workplaces. (Georgiadou, Gonzalez-Perez, & Olivas-Lujan 2019).
During the early stages of globalization and technological advancement, diversity within the workplace was evident through the unfair treatment towards the certain minorities within the team. For instance, if there is a Non-Christian employee in a company based on a mostly Christian country, he would be granted a paid holiday on Christmas day along with the other employees. However any important Holidays in his own religion, may not be accepted as a paid holiday by the company. In the recent years though, diversity within the workplace is seen as a comparative competitive advantage that can optimize business performance (Georgiadou et al. 2019). If we go by the same example as earlier, nowadays companies have adapted many practices like Holiday Exchange Programmes to minimize discrimination based on grounds mentioned earlier and to promote equality. Nevertheless, diversity management by the employer alone is insufficient to ensure that the team of diverse employees would cohabit and work harmoniously and efficiently. Providing Diversity Training for the employees is also important, specially to enforce inclusion.
Diversity management and diversity training
The recognition, comprehension, appreciation, respect, and acceptance of differences among people with regard to age, class, gender, sexual orientation, race, ethnicity, religion, physical and spiritual ability, position, and other visible and invisible characteristics are considered to be aspects of diversity management. In general, managing diverse human resources well helps a company recruit and retain high-value personnel, strengthens its organization's capacity to support and encourage innovation, and enhances its reputation for corporate responsibility (Curtis, Dreachslin and Sinioris, 2007). Traditionally, Diversity Equality and Inclusion Training (DE&I training) focused on raising awareness of diversity issues. Employees learned about different cultures and the importance of tolerance. While this initial approach served a purpose, awareness alone is not enough. Today's DE&I training programs go beyond awareness-building. They must equip employees with the practical skills needed to foster an inclusive workplace culture.
Trends in DE&I Training
1. Shifting from Awareness to Skill-Building
DE&I training in its’ early stages used to focus on teaching methods similar to lectures and presentations that highlighted the benefits of diversity. While this approach served a purpose, it lacked the practical application needed for lasting change (www.deloitte.com, n.d.). However, DE&I training in today’s context is no longer just about awareness; it's about equipping employees with the skills to foster an inclusive environment. These training programmes now focus on strategies for creating and managing high-functional diverse teams that leverage the strengths of individual differences. This includes fostering collaboration, recognizing the value of different perspectives, and addressing unconscious bias in team dynamics (Wang et al., 2023). For instance, Salesforce’s ‘Manager Effectiveness Program’ is aimed at providing managers with the skills to, manage diverse teams effectively, give inclusive feedback and identify and address bias in the workplace (Salesforce, 2023).
Most companies commonly use simulations where employees practice team building exercises designed to encourage open communication and collaboration within diverse teams. By equipping employees with these skills, DE&I training empowers them to go beyond awareness and become active participants in creating a more inclusive workplace.
2. Bystander Intervention; a voice against Microaggressions
Beyond individual awareness, companies are fostering a culture of allyship and equipping employees with bystander intervention skills. Bystander intervention is when employees learn to recognize and respond against microaggressions and discriminatory behavior in the workplace. Modern DE&I Training programmes contain modules that equip participants to effectively intervene in such situations, creating a culture of shared responsibility for fostering respect (Forbes Human Resources Council, n.d.)
For instance, Johnson & Johnson’s "Be Bold. Stand Up. Speak Out." Is an initiative which includes bystander intervention training for the purpose of empowering employees to address discriminatory behavior in the workplace (Johnson & Johnson, 2023).
3. Data-Driven DE&I training – An approach for the digital era
In the recent years Data is being used by companies more and more to assess the success of their DE&I training initiatives. This information aids in tracking advancement towards diversity targets and identifying areas for improvement (Wang et al., 2023). For instance, JPMorgan Chase monitors staff participation in their DE&I training initiatives and utilises the information to improve the course material and delivery strategies (www.jpmorganchase.com, n.d.) Similarly, Salesforce evaluates the success of DE&I training programmes through collecting data via a ‘voluntary Self-ID initiative’ (Salesforce,2023).
Therefore, it is safe to conclude that companies may design DE&I training programmes that are sustainable and successful by considering these recent developments. A staff that is well-trained and equipped with the necessary abilities to cultivate an inclusive work environment is crucial for attaining genuine diversity, equity, and inclusion in any given company.
A ship will only sail if all crewmen harmoniously row towards the same direction!
Until then, Smooth Sails!
References
1. Corsino, L. and Fuller, A.T. (2021). Educating for diversity, equity, and inclusion: A review of commonly used educational approaches. Journal of Clinical and Translational Science, [online] 5(1), p.e169. doi:https://doi.org/10.1017/cts.2021.834.
2. Council, F.H.R. (n.d.). Council Post: How Should Employers Approach Bystander Intervention Training? Five HR Experts Weigh In. [online] Forbes. Available at: https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/10/29/how-should-employers-approach-bystander-intervention-training-five-hr-experts-weigh-in/?sh=598109661d37 [Accessed 27 March 2024].
3. Curtis, E.F., Dreachslin, J.L. and Sinioris, M. (2007). Diversity and Cultural Competence Training in Health Care Organizations. The Health Care Manager, 26(3), pp.255–262. doi:https://doi.org/10.1097/01.hcm.0000285018.18773.ed.
4. Georgiadou, A., Gonzalez-Perez, M.A. and Olivas-Lujan, M.R. (2019) Diversity within Diversity: Equality and Managing Diversity. Advanced Series in Management, 22, 1-16.
5. Josh Bersin. (n.d.). Diversity, Leadership & Culture. [online] Available at: https://joshbersin.com/research/diversity-leadership-culture/.
6. Salesforce (2023). Salesforce Believes in Equality for All. Join Us in Building a Workplace That Reflects society. [online] Salesforce.com. Available at: https://www.salesforce.com/company/equality/.
7. Wang, M.L., Gomes, A., Luiza, M., Copeland, P. and Santana, V.M. (2023). A systematic review of diversity, equity, and inclusion and antiracism training studies: Findings and future directions. Translational behavioral medicine. doi:https://doi.org/10.1093/tbm/ibad061.
8. www.deloitte.com. (n.d.). Deloitte 2023 Global Impact Report. [online] Available at: https://www.deloitte.com/global/en/about/governance/global-impact-report.html?icid=wn_ [Accessed 27 March 2024].
9. www.jpmorganchase.com. (n.d.). Racial Equity Commitment. [online] Available at: https://www.jpmorganchase.com/impact/racialequity.
10. www.shrm.org. (n.d.). Inclusion, Equity & Diversity | SHRM. [online] Available at: https://www.shrm.org/topics-tools/topics/inclusion-equity-diversity.
Excellent article, Dishani. You have a way of simplifying boring facts and explaining them in a fun and interesting way. I must look more into 'bystander intervention' in DEI, as it seems like an good empowerment tool. Besides JP Morgan Chase, did you come across other companies that use DEI methods and have done so successfully? I believe DEI must be useful in countries like the US too where racial discrimination is still prevalent although it is a melting pot of ethnic groups, religions and nationalities.
ReplyDeleteHi Anjalika, thank you for your kind comments, and I'm glad you enjoyed the article! Undoubtedly, bystander intervention is a fantastic empowerment tactic. Concerning businesses offering DE&I training, Intel has established high standards for expanding the participation of women and minorities in its workforce and leadership team. Intel also has a strong commitment to diversity in general.
DeleteAdditionally, Unilever has taken a holistic approach, aiming to involve all marginalised and minority groups in supply chain management and marketing, among other business-related areas.
Also, you are absolutely correct in saying that DEI is significant in the US. Eventhough it is a multicultural country, racial discrimination (specially Asian hate in the recent years) is still an issue in US. By implementing strong DEI initiatives, companies can create a more equitable and inclusive workplace for everyone.
Nice Article, Increased emphasis on supportive environments that prioritize the holistic well-being of employees, intertwining mental health considerations with DEI efforts. Active prioritization of partnerships with businesses owned by underrepresented groups, contributing to a more inclusive and equitable economic ecosystem.
ReplyDeleteI appreciate your feedback! Your summary effectively captures the article's message about creating a workplace that is not only diverse but also truly supportive and promotes a thriving economic environment for all. As you have correctly observed, it is crucial to integrate mental health concerns with DEI initiatives. Please have a look at the following article, which focuses on creating training programmes that support mental health to prevent employee burnout!
Delete"Beyond the Basics: Upskilling DE&I Training for the Modern Era" advocates for a comprehensive and forward-thinking approach to DE&I training that reflects the complexities of the modern workplace. By embracing intersectionality, leveraging technology, promoting ally ship and bystander intervention, and fostering courageous conversations, organizations can upskill their DE&I training efforts and create more inclusive and equitable workplaces for all employees.
ReplyDeleteYou've excellently captured the key points that make DE&I training truly effective in today's workplace! However, we shouldn't forget that One-time training sessions are not enough for effective DE&I. It's about establishing a sustained commitment to inclusion by consistent training, accountable leadership, and quantifiable progress monitoring. Also providing workers with the tools to identify and deal with microaggressions promotes a more inclusive and courteous workplace. Along with the strategies you outlined, these components may help companies lay a strong basis for developing a genuinely diverse and inclusive workplace!
DeleteHello Dishani, In addition to the insightful points made in the article,- I would like to highlight the “Bystander intervention” which is refers to the act of individuals stepping in to prevent or address a situation where someone is being harassed, discriminated against, or otherwise experiencing harm. It involves recognizing when someone is in need of help or when an injustice is occurring and taking action to intervene or provide support. by emphasizing on bystander intervention, its highlights the collective responsibility in fostering an inclusive workplace. By empowering employees to speak out against microaggressions and discriminatory behavior, organizations create a culture of accountability and mutual respect. This not only improves the workplace environment but also contributes to broader societal efforts to combat discrimination and promote equity.
ReplyDeleteThis article provides a comprehensive overview of the evolution of Diversity, Equity, and Inclusion (DE&I) training in the modern workplace.
ReplyDeleteVery informative read on an important topic in today's corporate environment!
You are absolutely correct Minoshi! Fostering a good and effective work environment for all employees requires DE&I training. And when talking about the evolution of DE&I training, at first DE&I training was mostly only concentrated on rudimentary legal compliance. These days, the emphasis is on fostering a culture of inclusivity and belonging while appreciating the importance of different points of view.
DeleteMoreover, contemporary DE&I training goes beyond awareness-building. It makes companies responsible for fostering a more inclusive workplace and offers quantifiable targets.