What is DEI training?

Dei is a commonly used abbreviation which means diversity, equity and inclusion:

• Diversity:

  Diversity is the presence of differences that may include, without limiting itself, race, sex, gender identity, sexual orientation, religion, ethnicity, nationality, socioeconomic status, language, physical or mental capacity and age. Diversity can also include differences in political perspective, learning, personality and communication preferences.

• Equity:

  Equity promotes justice, impartiality, equity and equal access to opportunities, advancement and participation. Equity addresses inequalities and structural obstacles by equity in procedures, processes, practices and the distribution of resources.

• Inclusion:

  Inclusion creates and promotes an environment in which everyone, including the members of groups traditionally underrepresented or marginalized, feels respected, welcome and which they belong.

Organizations are increasingly recognizing the importance of DEI strategies and initiatives. An initiative of DEI Commune is DEI training.

Objectives and types of training

The overall objective of the DEI training is to help workplaces to become more diversified, fair and inclusive, in particular for employees of the under-represented or historically marginalized communities. Often, development activities and Dei training programs are intended to increase employees awareness of inequality and prejudice and influence the way they behave towards each other. Sometimes the DEI training is intended to modify the institutional policies and practices that perpetuate discrimination or exclusion.

Certain common types of training dei include:

• Training of unconscious prejudices: the purpose of Training of unconscious prejudices is to help individuals understand and recognize their own unconscious and implicit biases and to suggest behaviors to alleviate these preconceived ideas.

• Allyship training: Ally It is when someone with a group has privileges, energy or access supports or amplifies a person from an under-representing or historically marginalized group. Training at Allyship helps provide people with knowledge and skills to be effective allies in the workplace.

• Communication training for spectators: The communication training of spectators teaches people how to express themselves and intervene if they witness harass or discriminatory behavior, even when they are not the harassed or discriminated person.

• Training on hiring practices: organizations can provide training for hiring managers and human resources employees. The purpose of this type of DEI training is to ensure that people understand how their biases can affect how they see and assess the candidatesAnd help them make more inclusive job decisions.

Subjects to be included in the formation of

The specific subjects included in the DEI training will vary depending on the type of training offered, the objectives of the organization and the culture in the workplace. However, certain subjects included in many forms of formation of I are:

• Self-reflection: many DEI formations include, as a starting pointAn activity to help employees engage in self-reflection on the aspects of their identity in which they have power, privilege and access, and aspects of their identity where they lack such things.

• Historical context: The formation of I often explores the historical roots of bias and discrimination and can also link this story to current social movements.

• Legal context: DEI training often includes an overview of major legislation and judicial decisions linked to DEI, such as legislation that makes illegal for organizations to discriminate protected classes in their hiring practices.

• Scenarios in the workplace: The DEI training will often include case studies, role -playing games or scenarios showing how much or subtle biases have an impact on employees at the workplace.

• Specific training in roles: DEI training will often cover the way learners can take measures to fight against biases and create more diverse, equitable and inclusive workplaces, depending on their role within the organization.

What makes the training of Dei succeed

The training ofi – or any initiative ofi – must not Start with the resultsAnd clearly define what success looks like. As with any form of training, the training of I will succeed if an evaluation has been carried out, a desired result is identified and the training is designed to increase the knowledge and skills of employees in a manner that will cause critical behavior changes. There are also some current dei training traps that teaching designers should endeavor to avoid:

• A lack of psychological security in the training environment.

• Put employees of marginalized communities on site.

• The training that identifies problems but not solutions.

In addition, the formation of I requires facilitators who have Skills by cultivating curiosityBuild a community, recognize complexity and explore subjects that are sometimes constructively uncomfortable. Diversity, equity and inclusion for coaches.
For an in-depth overview of how to promote and develop a various, fair and inclusive workforce, see ATD Dei in the Talent Development Certificate.

Strategic initiatives of

Training can be an important part of the organization's strategy of an organization. However, training alone is not a DEI strategy. DEI training have an impact If they provide employees with knowledge of the historical, social and organizational context linked to DEI; establishes a common language or framework linked to DEI which can be referenced throughout the organization; And creates the opportunity to practice conversations linked to DEI (such as making a disposition when observing a biased action).

However, even the best DEI training will not be effective if it exists in a vacuum. Organizations must show their commitment to By ensuring that any training, on any subject, is inclusive and accessible to all learners. This means taking measures such as using various images in PowerPoints and various names in case studies. This also means working to guarantee that training is accessible to employees with visual, hearing, engines or cognitive disabilities.

A complete Dei strategy should go beyond training and link All stages of the talent life cyclefrom hiring to integration into succession planning. Dei should be integrated into initiatives linked to knowledge management, career and development of leadership and coaching. Dei's initiatives must be reinforced by what managers and senior managers do and say, and by the environment they create to help their employees feel included. Dei must also have a priority as CEO and other C-Suite executives who align with strategic commercial priorities.

How atd can help you with the formation of

The ATD is the largest global association dedicated to those who develop talents in the workplace. We provide world -class professional class development resources that equip and empower trainers, educational designers and other talent development professionals. We have resources for professionals who design and exempt from the training, as well as resources that help professionals integrate DEI into all their talent development initiatives. Learn more about Become a member of the ATD.