If you've spent time investigating the value of DEI training, you're probably aware that one-off DEI trainings are often more about ticking a box than they are about moving the needle on your DEI initiatives. That's because the underlying issues that create a lack of inclusion or equity in any organization cannot be "fixed" in a single workshop.
So, let's talk about what's at the root of the problem, and what you can do about it:
Understanding Implicit Bias
A major barrier to inclusion has to do with implicit bias. Implicit bias refers to the unconscious stereotypes and assumptions that people associate with different social groups. Bias is the result of our brain's tendency to create shortcuts so that we can process millions of pieces of information. We are able to make snap decisions and react quickly because our brains unconsciously identify patterns based on the people and situations around us.
Our brains' ability to do this is a useful survival skill, but it doesn't serve us in a diverse, globalized work environment. DEI trainings that focus on giving learners a deeper understanding of implicit bias can be an effective way of increasing self-awareness. This helps bring into consciousness the stereotypes and assumptions that we hold against different groups of people.
Why One-Off Trainings Don't Work
Biases are ingrained in our thinking process through media, entertainment, cultural background, family environment, and many other factors. As you can imagine, because we learn to adopt these biases from such a young age, holding a single training on the subject is not likely to sway many people or give them adequate resources to actually adjust their behavior.
With enough attention and effort, however, people can develop new neural pathways and form new associations; it's just that this requires ongoing, intentional work. The question is not whether DEI trainings are valuable--the question is whether these trainings will make a real difference by reinforcing the need for continual learning. people can develop the skills and insights needed to identify how and when their biases are negatively impacting their workplace.
So, here are a few things to keep in mind when designing or investing in DEI training:
- Get clear about the scope and purpose
What are the areas of difficulty in your organization? Are you concerned with pay equity? Intercultural skills? Lack of buy-in from leadership? There are many overarching issues that pop up across different organizations, but there are also very context-specific issues that can--and should--influence your priorities in DEI.
You will not be able to address everything at once, but you can ensure that your trainings are targeted toward addressing the specific areas where you want your organization to progress. Whether the topic is implicit bias itself or areas where you believe implicit bias is most impacting your organization, be transparent with employees about the training scope and purpose. That is, be clear about the purpose of the training(s) is, as well as what is expected from everyone who is participating in terms of time, energy, and required tasks.
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Set Measurable Goals
In order to know whether your training is moving the needle on your inclusion goals, you'll need to give yourself specific goals and metrics for evaluating your progress. This will depend on what your goals are, but it's a good idea to find multiple sources of data that can help you gauge your progress. Sentiment surveys are a good way of gathering feedback, as well as sources of quantitative data.
Use multiple sources to examine a single issue through multiple lenses. This will ensure that you come to a more accurate conclusion. Additionally, over time, this will give you a more precise idea of areas where you have made strides versus those where you still want to grow.
By taking these steps, you'll ensure that you link your DEI trainings to specific issues in your organization, that you've established clear objectives, and that you have accurate ways of measuring progress on those objectives.
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Find Ways to Return to the Content
As we noted above, one-off trainings are unlikely to do much good for your organization because they don't get to the root of the problem. People simply cannot absorb so much new information and make significant cognitive or behavioral changes overnight. Meaningful change occurs gradually, and sometimes quite subtly.
With that in mind, DEI trainings will be most effective when they offer guidelines for how to return to the information you've learned. It's a good idea for employees to create action plans or set specific inclusion-based goals for themselves, and ensure that those action plans are reviewed or even integrated into performance evaluations. This guarantees that individuals return to inclusion goals and that they are held accountable for their participation in creating an inclusive workplace.
Learn more about how DEI training addresses implicit bias.
