Are You Wasting Your Money On Diversity Training

Are You Wasting Your Money On Diversity Training



Are You Wasting Your Money on​ Diversity Training?
If you are planning to​ spend money on​ diversity training,​ WAIT!

You may be wasting your money if​ you haven’t done any foundation building .​
If diversity and inclusion are not first integrated into your business strategy,​ very little will change just by holding one or​ two day training classes .​
Organizations in​ all sectors make this mistake and don’t realize it​ until it​ is​ too late.

If you want to​ leverage the​ diversity you already have,​ increase the​ diversity of​ your organization,​ or​ prevent cultural misunderstandings you need to​ create a​ corporate culture that is​ inclusive at​ all levels,​ and in​ every system and process.

You can get everyone trained by a​ great trainer,​ with a​ great program,​ but when people leave your organization they take what they learned with them (if they still remember it) and your organization remains the​ same .​
Further,​ reaching resisters and naysayers of​ diversity efforts is​ unlikely only with training—a more multi-faceted approach is​ needed to​ help these individuals see the​ value of​ diversity in​ their organizations and to​ bring a​ greater number of​ people on​ board to​ the​ initiative.

Simma's Strategies for Creating an​ Inclusive Organization

Here are some of​ the​ steps that need to​ be taken in​ order to​ create an​ inclusive organization.

Start at​ the​ top .​
It must be championed and led by the​ CEO and other people in​ the​ executive team .​
Leadership of​ a​ diversity and inclusion initiative or​ culture change cannot be delegated .​
Other people can help drive it,​ but it​ must be viewed as​ coming from the​ top .​
That also means you need to​ start including it​ in​ conversations,​ discussions,​ newsletters and e-mail.

Assess your organization with surveys,​ focus groups and interviews in​ order to​ identify strengths,​ challenges and areas for improvement as​ it​ relates to​ diversity,​ inclusion and employee satisfaction in​ specific areas.

Create a​ cohesive vision and strategy that is​ agreed upon by members of​ the​ executive leadership team .​
Know where you are going.

Engage all levels of​ senior management .​
They need to​ be part of​ the​ vision and have a​ clear understanding of​ concepts,​ roles,​ business case and benefits,​ in​ order to​ help lead the​ change.

Develop a​ communication and information sharing strategy and process in​ order to​ share that vision throughout the​ organization .​
Send the​ message in​ such a​ way that you create middle manager and employee buy-in .​
Help them understand how the​ diversity and inclusion/culture change process will benefit them personally,​ professionally and as​ an​ organization,​ That will involve internal marketing at​ all levels.

Use the​ results of​ the​ survey to​ address specific areas for improvement,​ most commonly; recruitment,​ interviewing,​ hiring,​ retention,​ promotion and performance evaluation .​
Examine your present organizational culture,​ and identify ways in​ which your organization can create a​ more inclusive environment.

Define skills and behaviors that managers need in​ order to​ make the​ initiative/culture change a​ success and successfully lead a​ diverse workforce.

Conduct training for all levels of​ your organization in​ areas related to​ diversity and inclusion.

Set up a​ process for accountability at​ all levels,​ relating progress to​ compensation and evaluations.

Measure results,​ create the​ buzz and make it​ exciting (if its not fun,​ it​ won’t be done)

The amount of​ time,​ order and the​ steps themselves depend on​ your organization and goals,​ but if​ you want to​ go beyond compliance,​ hear new ideas and best practices,​ reduce cultural misunderstanding and miscommunication,​ hire and retain the​ best of​ the​ best from everywhere,​ training alone won’t do it .​
Before you spend your next dollar on​ diversity training,​ ask yourselves if​ you just want people to​ have a​ good day,​ learn and forget a​ few things or​ do you want ongoing change that will make you a​ benchmark organization and the​ employer of​ choice.




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