Diversity, equity and inclusion isn’t a box to tick, it’s a gamechanger. Get it right with these eight insights for lasting impact, writes Eleanor Hecks
Diversity, equity and inclusion (DEI) have become the top goals of many workplaces. Organisations recognise the importance of building inclusive environments and the benefits they bring to their bottom line. However, for DEI initiatives to succeed, they must go beyond surface-level awareness and address the deeper cultural and systemic challenges for sustainable implementation.
DEI training is most effective when it moves beyond lectures and presentations
1. Leadership commitment and role modelling
Obtaining leadership buy-in is essential for any DEI training programme to succeed. Leaders have a critical role because they set the tone for the entire organisation. This support means employees are more likely to see these efforts as necessary.
The key is to ensure leaders truly understand its importance, seeing it as more than a checkbox but a strategic advantage. Inclusive workplaces have proven to have better employee engagement, innovation and retention. Show these outcomes to make the business case for DEI. Presenting data in clear terms can be an effective way to get leaders on board.
2. Interactive and experiential learning methods
DEI training is most effective when it moves beyond lectures and presentations. Rather than having workers sit for an entire session, leverage experiential learning to make training fun and engaging. Hands-on approaches make team members less resistant to change. It also helps employees internalise the concepts they learn when they practice them in real-world situations.
Role-playing can be one way to gain actual results. For instance, teams could take on different roles in a workplace scenario to better understand the challenges others face. A workshop like this enables participants to share each other’s perspectives and recognise unconscious biases in their own behaviour.
Case studies are another interactive technique. Leaders can present examples of successful DEI initiatives so employees can see their impact in the workplace. These discussions often spark ideas for how to apply similar strategies in their organisation.
3. Storytelling and narrative building
Storytelling is a powerful driver for DEI initiatives in a training programme. Leaders who provide a narrative can shift perspectives to a point where it creates empathy and motivational change. As 60% of an innovation manager’s role involves storytelling, its importance in training can’t be overstated.
Storytelling humanises the challenges employees face. Leaders who share real-life experiences create an emotional connection that helps workers relate to one another. By creating a shared understanding, teams are more likely to see the value of diversity, equity and inclusion training.
Integrate narratives into DEI training by turning abstract concepts into relatable, impactful moments. When done well, leaders can focus their audience’s attention on creating an inclusive workplace and become active in achieving it.
4. Open dialogue and psychological safety
A work environment should encourage every team member to feel safe expressing their thoughts and experiences. Creating these spaces for open dialogue helps employees engage in conversations about diversity, equity and inclusion. It ensures they can voice their opinions and ask questions without fear of judgment or retaliation.
The objective is to create a workplace where everyone feels respected and valued, regardless of background and perspective. Simultaneously, a safe space creates structured opportunities for discussion.
For instance, employers may host listening sessions where team members can share their concerns or provide feedback. Giving employees the stage boosts their confidence and gives leadership insights into areas for improvement.
Provide these opportunities by helping managers build their skills in facilitating these conversations. Training in active listening, empathy and conflict resolution helps leaders create an open and supportive atmosphere. Leaders who model vulnerability and openness set the tone for others to do the same.
5. Tailored curriculum and organisational needs
A one-size-fits-all approach rarely works for DEI training programmes. Each company has its own culture, challenges and employee demographics, so tailoring the curriculum to organisational needs is necessary. A programme should address workplace realities while being flexible enough to evolve as they change.
For instance, a Callan study found mentorship programmes for underrepresented groups are a common part of DEI efforts, with 50% of firms implementing such initiatives. This type of programme can effectively foster inclusion, but its success depends on aligning it with the company’s goals and culture. For a mentorship initiative to work, the curriculum must consider factors like:
- The availability of mentors.
- The programme’s structure.
- How it will take on specific challenges underrepresented employees face.
Customisation also means addressing gaps found in feedback and data. For example, if a company struggles with hiring bias, the curriculum could include targeted training on equitable recruiting practices. These efforts will ensure the DEI training feels holistic for workers.
6. Continuous education and reinforcement
DEI training is more than a one-and-done initiative. Leaders must continually train team members to create lasting change within an organisation. DEI concepts require time to take root, and consistent follow-up ensures all remain engaged. Additionally, diversity, equity and inclusion are always evolving. Once an organisation achieves a goal, it must continue to create new objectives to stay committed to changing workplace culture.
One strategy is to provide ongoing learning opportunities. Webinars and e-learning modules can explore specific topics, address new challenges or refresh key principles. An example of this would be scheduling quarterly workshops to discuss changing issues like cultural competency or inclusive language.
Regularly integrating DEI concepts into daily operations also keeps the momentum going. Team meetings can include short discussions about inclusivity, and managers can set DEI goals for employees to review. This reinforcement can ensure lessons remain relevant and actionable over time.
7. Metrics and accountability
Measuring the efforts of DEI training programmes is critical for ensuring they work and drive continuous improvement. Metrics and accountability make it easier to know whether initiatives are creating real change. Progress tracking enables organisations to refine their strategies and align them more closely with their goals.
A recent report found the importance of data in improving DEI strategies and interventions. All participants agreed that substantial evidence would provide more credibility to these efforts. They also noted that if data were government-supported in the UK, employers would be more confident citing it.
It also found that quantitative data – such as diversity metrics for recruitment and retention – enables organisations to set ambitious targets. Meanwhile, qualitative data, like employee feedback, helps contextualise these goals, ensuring strategies fit the company’s size, industry and workforce demographics.
Firms can guarantee they remain accountable in DEI initiatives by tracking key metrics, such as:
- Representation at different levels of the organisation.
- Turnover rates among underrepresented groups.
- Employee satisfaction with DEI efforts.
Regularly reporting these metrics to employees and leadership ensures transparency while building trust. Furthermore, by gaining a full picture of their progress, employers can make better decisions about integrating inclusivity and equity into their workforce.
8. Employee resource groups
Employee resource groups (ERGs) are voluntary employees whose goal is to create a diverse, inclusive workplace. Their initiatives align with organisational goals and help companies understand the needs and challenges of their diverse workforce.
ERGs often focus on specific identities or shared experiences from people of all backgrounds. These groups empower members to share their stories, raise awareness about their experiences and advocate for change.
In addition to providing support, ERGs are valuable resources for organisations. They often help identify gaps in inclusion efforts, suggest new initiatives and provide strategic feedback.
Companies that invest in ERGs also see tangible benefits. Employees involved in these groups often feel higher satisfaction and are more likely to stay. Furthermore, they help by bringing different ideas to solve problems and make decisions.
Companies should have the necessary resources to make ERGs effective. When supported properly, these groups can be the driving force behind cultural change.
Building a foundation for lasting DEI success
Success for a DEI training programme lies in the foundation built for meaningful change across the organisation. Focus on key components to create programmes that align with employees, and remember that DEI training must be ongoing for it to work. Consistency will create stronger engagement and an impact that shapes the future of work.
Eleanor Hecks is Editor-in-Chief of Designerly Magazine
