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 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 insights are being heard
Implementing training without looking at the reality means a waste of resources
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
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
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