Unlocking the Power of Diversity, Equity, and Inclusion (D.E.I.) Four Reasons to Begin Your D.E.I. Journey Immediately Today, employees are looking to leadership to make a difference in Diversity, Equity, and Inclusion (D.E.I.). Organizations must evolve or risk a shrinking employee pool, inferior employee and customer experiences, and ultimately, lost profitability. Creating workplaces that are safe and welcoming to all backgrounds and identities has many benefits:
D.E.I. and Employee Engagement
Many companies measure engagement—few take the necessary actions to improve it. Connecting Employee Engagement and Inclusion fosters a culture of performance and trust. • Cultivating a culture of retention makes employees feel valued, welcomed, and supported. • Having honest conversations and bringing unconscious bias and diversity to the forefront establishes mutual trust. For people to work better together, it is critical to broaden the circle of trust.
D.E.I. and HR Recruitment
Attract and retain top talent by creating a diverse and inclusive workforce where everyone feels like they belong. • 67% of job seekers consider workplace diversity an important factor when considering employment opportunities. • More than 50% of current employees want their workplace to do MORE to increase diversity. (Glassdoor.com)
D.E.I. for Management
When you’re managing the frontline, understanding employees and the ways you can support them is paramount to their well-being and sense of belonging. When you learn the ways in which you can support your entire diverse staff, you can be an effective manager. • Managers who are trained on D.E.I. can provide their teams with unbiased, objective and actionable guidance to help them move forward, remain motivated, and stay stress-free.
D.E.I. and Revenue
When D.E.I. training is implemented and made a priority, you will see an increase in employee productivity, engagement, and retention and reap the financial benefits: • Increased Financial Performance and Productivity Organizations with above-average gender diversity and levels of employee engagement outperform companies with below-average diversity and engagement by 46% to 58%. (Fast Company)
• Greater Innovation Companies with higher-than-average diversity had 19% higher innovation revenues. (Harvard Business Review)
How can you start Diversity Training in your workplace today?
ASSESS
STRATEGIZE
IMPLEMENT
Step 1 – Perform an assessment. Issuing a survey, a simple and
powerful tool that allows you to get a snapshot of the state of D.E.I. at your organization, provides insights to help you develop a more productive and inclusive workforce.
Step 2 – Develop your training strategy. Identify and select specific
courses that address your organization’s areas of opportunity and add them to your training curriculum.
Step 3 – Implement your D.E.I. Education Program. Provide easy access
to these training courses and communicate their importance to stakeholders and frontline teams.
Where are you on your D.E.I. journey? Connect with our training experts about your organization’s D.E.I. training strategy today. In collaboration with a strategic partner, we offer 700 courses on D.E.I. in multiple languages and formats, that can help train your organization from both a leadership and individual contributor perspective.
LEARN MORE.