If you already have a traditional diversity training program in place within your organization, you’re probably not getting all the results you need.
A lot of diversity training focuses on the external aspects of diversity, covering broad topics such as race, culture or gender. Below is some insight on understanding why your current diversity training isn’t working, and what you can do about it:
1. Focus on a holistic approach.
For many employers, acknowledging diversity means nothing more than providing work opportunities for individuals whose physical characteristics signal that they relate to a different race, gender identity or culture than the dominant demographic of that region or organization. However, effective diversity training goes much further. A holistic approach to diversity hiring and employee management means keeping in mind an individual’s strengths, work experience, personality, and abilities, as well as the impact of socio-economic differences upon the individual.
2. Link diversity to your business goals.
If you think of diversity merely as a goal for ensuring racial balance, such as when your organization hires a specific number of people from certain groups or walks of life, your approach won’t work. For instance, by establishing the general goal of recruiting more black people or more women, your organization becomes distracted by outward appearances as a representation of diversity. It actually forgets what’s really needed, top talent with strengths and skills that emerge from a variety of geographic areas and cultural conditions. Diversity hiring based exclusively on a candidate’s minority status will also antagonize the rest of the workforce, creating strong feelings of exclusion and resentment that result in upheaval and non-productivity.
To go beyond the surface when it comes to achieving diversity, ask yourself the following questions:
- What are your business goals?
- What specific strengths, personality traits, and skills are needed to achieve those goals?
- What kinds of diverse, talented individuals can achieve your business goal?
Once you answer these questions, you’ll be able to devise the most effective, far-reaching strategy to increase diversity in your organization — rather than focusing on just one aspect of it.
3. Provide diversity coaching.
It’s important that your organization understand that diversity training alone will not help people change.
- On the one hand, diversity training is very useful for initiating discussions around the subject and creating awareness. However, it does not in and of itself create change. People don’t make the actual behavioral and organizational changes they need to make by attending a two-day training.
- On the other hand, coaching is all about addressing behaviors. It’s about creating awareness, sustaining behavioral changes, taking action, and stepping outside one’s comfort zone. Even if individuals acknowledge the importance of diversity but still hold onto their personal biases, they won’t be able to change their core beliefs if they don’t take some form of action.
A final word on workplace diversity
U Diverse can help you make the change. We offer not only customized, top-quality training programs, but we also provide in-depth coaching from ICF certified coaches.
U Diverse help global organizations bridge their talent gap by implementing actionable strategies & initiatives so they can attract, retain and engage diverse talents and inclusive leaders
We will take the time to discuss the needs of your organization, define our partnership and take concrete actions together.
At the end of our meeting, you will get practical insights to attract, retain and engage diverse talents.
- Apply for a free Strategy session
- Email U Diverse at firstname.lastname@example.org
- Follow us on LinkedIn
About U Diverse’s founder:
Magali Toussaint is the founder of ‘U-Diverse’. She is a certified Talent Acquisition Strategist, an ICF-certified Leadership Consultant, a Career Coach, a Cross-Cultural Trainer, and a Job Search Strategist with an extensive career in Recruitment, HR, Diversity, as well as Education. She has lived and worked in over four countries and speaks French, English, and Dutch fluently. Read More...