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.
There is no transformation from information without implementation.
The bottom line is training needs to be strategically implemented further through practice.
And many times companies don’t have training problem they have a cultural issue.
And one-off training only puts a plaster over the gaping hole over systematic discrimination never work, in fact it is a waste of money
Training needs a strategy
So, what do you 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
Implementing training without looking at the reality means a waste of resources
Caitlin leaves
Finds an intersectional 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.
2. Assimilate the data into meaningful action
When throw your budget into initiatives that don’t have 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 not having a clue what to do next
The thing that has you bouncing around 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 neurodiversity gap factors and start to build strong bridges to close it
3. Advance your diversity training efforts
This is the game of equity, diversity and inclusion
Advancement is really understanding you have the basics 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
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 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 neuro-inclusive workplaces.
Your first step Watch The Intersectional Inclusion Roadmap™ Training
