Starting DEI Training At a Large Company

Female DEI presenter training a group of corporate employeesStarting with Diversity, Equity, and Inclusion (DEI) training, or a DEI initiative in a large company can be complex. However, it is essential for creating a more inclusive and equitable work environment. Here are some best practices for getting a large company started with DEI training:

  1. Leadership commitment: Obtain buy-in and commitment from top-level executives to ensure that DEI initiatives are considered a priority. Leadership should also be involved in the training sessions to lead by example.
  2. Assess the current state: Conduct a thorough assessment of the company’s existing diversity, equity, and inclusion status. This may include employee surveys, focus groups, or interviews to identify areas for improvement.
  3. Set clear goals: Define specific, measurable, achievable, relevant, and time-bound (SMART) objectives for the DEI training program. These goals should align with the company’s broader mission and values.
  4. Develop a comprehensive plan: Create a detailed plan that outlines the steps required to achieve the set goals, including the content of the training, target audience, timeline, and resources required.
  5. Select appropriate training methods: Choose the most effective training methods for your company, such as in-person or virtual workshops, e-learning modules, or a combination of both. Consider using various training formats to accommodate different learning styles and preferences.
  6. Customization: Tailor the DEI training program to your company’s unique needs, values, and culture. This ensures that the content is relevant and resonates with your employees.
  7. Engage employees at all levels: Ensure that all employees, from entry-level to management, are included in the DEI training. This inclusivity creates a sense of shared responsibility and fosters a culture of inclusivity.
  8. Train the trainers: Develop a team of internal DEI trainers capable of facilitating the sessions and serving as employee resources. These trainers should be well-versed in DEI principles and experienced in furthering discussions on sensitive topics.
  9. Continuous learning: Implement ongoing training and development opportunities to keep the conversation about DEI alive. This conversation can include workshops, seminars, webinars, or informal discussion groups.
  10. Evaluate and iterate: Regularly assess the impact of the DEI training program by tracking metrics such as employee engagement, retention, and recruitment. Use this data to identify areas for improvement and adjust your approach accordingly.

By following these steps, your large company can successfully implement a DEI training program that fosters a more diverse, equitable, and inclusive work environment.

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