Diversity Training

Number 1 Sign You’re Paying For Ineffective Diversity Training & How To Fix It Now!

Training is not performance

Can we ALL agree that one-off initiatives won’t change a lifetime of conscious or unconscious biases?

Ineffective Diversity Training is on that list

Then why is it I have had more conversations this year with companies that believe training = change.

I always say that there is no transformation from information without implementation.

So what are the signs of ineffective diversity training

So what is the sign? Trainig doesn’t have a follow up.

The bottom line is training needs to be strategically implemented further through practice.

And many times companies don’t have training problems; they have cultural issues.

And one-off training only puts a plaster over the gaping hole over systematic discrimination, it never works it is a waste of money

Training needs a strategy

So, what do you need to do before you book that diversity training?

1. Assess your current diversity foundations!

I have had to give people a good seeing to (verbally) who have tried to convince me that top down approach to diversity initiatives work

It doesn’t

It leaves people screaming into the abyss

Frustrated that they again aren’t seen, heard or valued

It leaves people taking part in initiatives that don’t actually help because they aren’t delivered at the right time, in the right way

It leaves people not even completing the initiatives because the head doesn’t know what the feet are doing

Imagine Caitlin who finally discloses

She finally receives her workplace strategy coaching sessions

But not before a lot of back and forth as to whether she needs everything recommended in the workplace report

After finally agreeing to the recommendations and scrutinising every element of the report

Discussing it with other managers

Then this same manager says you have 6 weeks to turn everything around

Now there is no transformation without implementation from information

Yet Caitlin’s manager says

I will not give you time to implement

But I want you to perform better

After one session

Be grateful to the support I am giving you says the boss

After all you should be “fixed” now

The boss remarks ‘we have had the diversity training’

We intend to do all the things already

Caitlin steps back

No longer feels her voice

Her opinions

Her insights are being heard

Implementing training without looking at the reality means a waste of resources

Caitlin leaves

Finds an inclusive company

And Caitlin’s boss just cost the company it’s reputation, resources and revenue

There is no win-win here

And there was a better way

If Caitlin’s company had an end-to-end plan which helped Caitlin to advance in her career following the disclosure, then it would have been a different story.

The plan would include allies that were not performative

The plan would include measures that were based on impact, not intention

2. Overcome Ineffective diversity training by assimilating the data into meaningful action

When throwing your budget into initiatives that don’t have a clear return on investments

This is the sure way to say “it doesn’t work”

A sure way to look back at the 12 months of not having a clue what to do next

The thing that has you bouncing around from provider to provider

Trying to find a magic pill

Magic pills like training

Magic pills like coaching

Magic pills like surveys

Don’t assume it is a training issue

Use the data

And no I am not talking about just surveys

Assumptions are costly

The difference between using data and making assumptions can mean turnover, absenteeism numbers declining or excelling

Once you have the data, you can understand the diversity gap factors and start to build strong bridges to close it

3. Overcome ineffective diversity training by advancing your diversity training efforts

Ineffective Diversity Training

This is the game of equity, diversity and inclusion

Advancement is understanding you have the basic foundational pieces fit in the previous steps

Now it’s time to implement impactful initiatives

But wait…

Make sure you have the right team

Make sure you have the right tools to monitor, maintain and accelerate your efforts

Make sure you have addressed how this impacts people from an intersectional view point

Assess, assimilate and advance and become a truly Inclusive company where your people are celebrated not just tolerated and have the equity to be high performers and grow your business.

The above is how to stop ineffective diversity training and are the 3 stages I take my clients through in The Intersectional Inclusion Roadmap™, which helps HR professionals to double their employee performance in 90 days without wasting money on ineffective initiatives, so they can have profitable high performing inclusive workplaces.

Your first step Book The Intersectional Inclusion Roadmap™ Blueprint Strategy Session

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