Are Your DEI Training Initiatives Sticking Like Post-It Notes or Superglue?

Diversity, equity, and inclusion (DEI) training initiatives are having their long-awaited moment in the L&D spotlight as more organizations come to recognize the value of creating a diverse and inclusive culture. However, most conventional DEI training initiatives function a lot like Post-It notes. Participants leave with a few scribbles and a reminder of what’s important, but the training doesn’t stick long-term. 

If you want your DEI programs to be less post-it notes and more superglue, consider a holistic approach that aims to foster a workplace environment that values diversity, encourages open communication, and provides opportunities for growth and development. 

Creating DEI training initiatives that stick can be a challenge, especially if learners feel like they’re only there to check a box or if the content feels disconnected from their life experience. Another major but often overlooked issue with DEI training is that it can be too broad and generic. Many programs attempt to cover a wide range of topics related to diversity, equity, and inclusion without providing specific strategies or actionable steps for learners to take. This can lead to a sense of overwhelm and helplessness, as employees feel like they are being asked to solve a problem that is too big and complex for them to tackle.

Here are some tips for creating more effective DEI training initiatives.

5 Tips for Creating DEI Initiatives That Stick

1. Make it relevant: DEI training should be tailored to your organization's specific needs and relevant to your learners’ work and experiences. For example, if the organization has a diverse workforce, the training should focus on how to work effectively with people from different backgrounds.

2. Use real-life examples: Using real-life examples can help employees understand the impact of their actions on others. For example, sharing stories about how microaggressions can impact individuals can help employees understand the importance of being mindful of their language and actions.

3. Make it interactive: DEI training should be engaging and interactive. It should not be a lecture or a presentation. Interactive training methods such as group discussions, role-playing activities, and case studies can help employees understand how to apply DEI principles in their work.

4. Measure success: Measuring the success of DEI training initiatives is important to ensure they have an impact. Collecting feedback from employees and monitoring changes in behavior can help determine the effectiveness of the training.

5. Make it ongoing: DEI training should not be a one-time event. It should be an ongoing process that is integrated into the company's culture. Providing ongoing training and resources can help ensure that employees continuously learn and grow in their understanding of DEI.

Most importantly, DEI training initiatives should not be an afterthought. Creating effective DEI training initiatives that stick requires a thoughtful and intentional approach. Beyond individual training opportunities, L&D departments should always be working towards building a culture of inclusion and belonging that benefits everyone. 

Learn With Us

Ready to build a culture of belonging? Our DEI Workshop, "Developing Inclusive Training Solutions: A How-To & Review of Your Content!" is the perfect place to start. Unlock the power to create training that truly embraces diversity and delivers results that STICK.

In this workshop, you'll:

✅ Understand the distinction between diversity, equity, inclusion, belonging, and accessibility.

✅ Explore your own social identities

✅ Recognize how your identities and unconscious biases shape your training

✅ Learn two strategies for inclusive training per design element.

✅ Assess your training using design element principles.

Whatever your learning and development needs, Anchored Training is here to help you GROW in 2024. Contact us today for all of your L&D needs.