Training Industry Magazine - March/April 2021 - 42

Raising the Bar on
Diversity Training
By Andrew Rawson

think and act inclusively - whether
interacting in-person, online or on
the phone. Training should challenge
learners' decision-making with realistic
scenarios that depict different aspects
of inclusive and non-inclusive behaviors,
showing that DEI goes beyond race and
gender and encompasses abilities, age,
religion, sexual orientation, ethnicity,
veteran status, diversity of thought and
other characteristics.

Training should challenge
learners' decision-making
with realistic scenarios.

Ensure content is relevant,
realistic and thought provoking

Just as the #MeToo movement sparked
a demand for new approaches to sexual
harassment training, the recent social
and racial justice movement has raised
expectations for diversity training. While
every organization is different, learning
and development (L&D) leaders are
recognizing the need for diversity training
to provide relevant, engaging learning
experiences that address topics ranging
from combatting systemic racism to
cultivating allyship.
L&D leaders also understand that diversity
training isn't a one-time event. It should
be an ongoing, year-long program that
is part of a multipronged strategy to
improve diversity, equity and inclusion
(DEI). Training should also be aligned
with the organization's values and
woven into policies, practices, processes
and operations.
A strong DEI culture benefits everyone
and can result in more innovation, higher

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employee engagement and retention,
improved decision making, and enhanced
brand reputation. In a 2020 McKinsey
report on workplace diversity found
that " diverse teams are more innovative
- stronger at anticipating shifts in
consumer needs and consumption
patterns that make new products and
services possible, potentially generating a
competitive edge. "
By fostering a more inclusive and
equitable
workplace
culture
for
employees at every level, diversity
training can be a key component
in DEI initiatives. Effective diversity
training should:

Focus on behaviors
Key to raising awareness and changing
attitudes
is
deepening
learners'
understanding of the behaviors that
help or hinder DEI. Behavior-based
training focuses on what it means to

To motivate positive behaviors and
engage learners, training should be
relevant to their work environments and
experiences. Tailoring content to the
organization's industry, culture and even
specific job functions adds authenticity
and relevancy - important factors in any
DEI initiative. Integrating video storytelling
is one of the most effective ways to foster
emotional connections with learners by
dramatizing how concepts play out in
the real world. Video storytelling can be
used throughout the year to complement
ongoing training and DEI efforts. For
example, sending out short videos on a
specific topic - such as racial identity or
the disproportionate effects of COVID-19
on minority groups - to address employee
concerns or situations that arise.
Given the evolving issues impacting
the workplace, diversity training must
evolve, too, to keep pace with changes
inside and outside the organization.
Further, as more training moves from
onsite to online, employees want a highquality mobile training experience that
is available to them 24/7 on any device
and in multiple languages.
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-still-matters https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-still-matters
Training Industry Magazine - March/April 2021

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