Common DE&I Training Hurdles Your Team Can Prepare For
Diversity, equity, and inclusion (DE&I) are increasingly critical for companies that want to ensure their success. When a workforce is diverse and inclusive – and the workplace fair and supportive – it’s often more productive, innovative, and creative, all of which can lead to a better bottom line. However, as with any training category, you can run into challenges as you work to ensure your workforce embraces all of the critical tenets and best practices to promote DE&I. Fortunately, by knowing what’s possible, you can have a strategy ready in advance. Here’s a look at common DE&I training hurdles your team can prepare for and how to overcome them.

Creating a Consistent, Clear Core Message

In most cases, your DE&I goals will center on a specific desired outcome. However, since you may offer different DE&I training to employees based on their position types – such as individual contributors vs. direct supervisors vs. department managers – there’s a chance the message could get muddied between the different programs. Before any DE&I training begins, it’s essential to ensure that there’s some level of standardization regarding the core messaging. Ideally, every part should move the team and company toward the primary goal, ensuring the right learning outcomes are achieved across the various levels.

Adjusting for Language, Culture, and Disability

Inclusive, equitable training is designed to ensure that employees from all walks of life can have a similar training experience in regards to effectiveness, time commitment, material covered, and more. Often, that means taking steps to adjust the learning approach to accommodate a range of needs and preferences. Ideally, you want to have the materials professionally translated by a professional language services provider that isn’t just a specialist in the language but the specific dialect represented in your workforce. Additionally, you may want to adapt the delivery approach to match traditional delivery approaches in various cultures, as not all of them use the same strategies. Having accessibility features is also wise. Options like screen readers, closed captions, subtitles, color-blindness settings, and more allow everyone to fully experience the content, regardless of whether they are a person with a disability.

Factor in Generational Preferences

When you offer DE&I training, you also need to factor in generational preferences when choosing delivery methods. Millennials and Gen Z employees may favor options using technology, as well as microlearning modules. Older workers may prefer the traditional classroom approach and might not mind longer lectures, suggesting there are opportunities for direct engagement featured, too. Overcoming this challenge may require one of two techniques. First, you can offer the exact same material through several mechanisms, allowing employees to choose the option that works best for them. Second, you can use multiple strategies within the same learning experience. With that latter, that could include using web conferencing to host live lectures, but using instant polling, breakout team sessions, infographics, and other types of content delivery or learning experiences to increase engagement and ensure broader learning. That way, everyone’s needs are addressed.

Are You Ready to Overcome Common DE&I Training Hurdles?

At Clarity, we have nearly 30 years of experience in L&D, giving us the knowledge and expertise to update your coursework to overcome common DE&I training hurdles. Plus, if you’re trying to expand your internal L&D team, Clarity can be your candidate search ally, connecting you with top talent right when you need them. If you want to partner with leading L&D professionals, Clarity Consultants is here. Contact us today.   This is 12 1
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