What Is A Diversity Training? is a program designed to reduce prejudice, promote intergroup interaction, and improve communication among different groups. The goal is to improve the quality of life of everyone involved, no matter what their background. Diversity training can be conducted in various formats, including traditional face-to-face sessions, microlearning, and virtual classrooms. To make your workout as effective as possible, it is essential to understand the different types of diversity training available.

Face-to-face training

In the past, organizations have provided diversity training focused on addressing inequalities and racism. This training was usually mandatory and delivered online, but it left the question of whether or not participants engaged. Face-to-face training was typically reserved for managers who would then be responsible for instilling diversity values in their teams. As a result, face-to-face training was an excellent choice for small workshops, as participants could interact in person and share experiences rather than listen to a recorded presentation.

A diverse workforce makes for a more inclusive atmosphere. When employees are more comfortable with their colleagues, they tend to be more engaged and relaxed, which ultimately means better productivity. Additionally, a diverse workforce means that employees come from different perspectives, which means there will be other ideas and solutions to problems. This diversity can help in decision-making. Therefore, diversity training is a valuable investment for companies that want to increase the likelihood of employee retention and productivity.

Microlearning

If you are planning a diversity training program, you might want to incorporate microlearning into your strategy. These courses are designed to be self-paced and flexible so that employees can complete them at their own pace. They may also be delivered in bite-sized segments so employees can take them at different times on their laptops or mobile devices. Regardless of the format, microlearning can help employees become more informed and motivated about inclusion topics.

Incorporating microlearning into diversity training can benefit employees of all levels. This method allows you to break down extended training programs into shorter segments, which makes them easier to complete. Microlearning can also be used to reinforce more extended diversity training programs. For example, the Diversity Movement offers micro-videos that educate employees about diverse workplace cultures. In addition, Axonify offers mobile-friendly training modules that help employees develop skills necessary for frontline workers.

Authenticity

Organizations should focus on creating an inclusive and diverse environment. Focusing on inclusivity is essential to unleashing people’s true potential from different backgrounds. Diversity-friendly practices should also focus on inclusion role models who actively demonstrate how to be inclusive and align with organizational values. Incorporating such role models into your organization is a great way to foster an inclusive culture for individuals who are LGBTQ. However, such role models need organizational support and patience.

Authenticity at work is a hot topic these days. There are countless books, articles, and executive workshops on the subject. Two significant trends are driving the popularity of this topic in organizations. The first trend stems from an increasingly diverse workforce. People are more trusting of authentic organizations, so integrating this theme into diversity training programs and diversity management initiatives is vital for ensuring success. Moreover, authenticity in the workplace also promotes innovation and creativity.

Goals

While diversity training programs are often designed to address bias and social inequality issues, there are no definitive results that you can measure. These training programs fail to reduce harassment, promote intergroup cooperation, or increase productivity. Instead, they may serve as an essential resource to enhance employees’ understanding of the challenges faced by minority groups and other groups. Moreover, they may encourage an environment where the rights of marginalized groups are valued. Let’s look at some of the goals of diversity training.

A common goal is an effective way to motivate people and improve teamwork. It’s similar to having a common purpose when soldiers charge a hill. Identifying a common goal will ensure the initiative is successful and prevent a failed effort. Everyone has unconscious biases that are rooted in the amygdala. For example, the brain’s amygdala reacts strongly to images of people of different races. Training participants to recognize and deal with these biases can remove the “other-ness” response and help them build positive relationships.

Authenticity in diversity training

When it comes to embracing differences, several factors make authentic inclusion possible. First, as with many other aspects of life, you must live authenticity on one’s terms. Some people display cultural artifacts in their office spaces or integrate family life into their careers. Others, like CEOs, make it a point to be visible and share their experiences. While this may seem complicated, diversity training is a critical component.

Authenticity is fundamental to inclusion. Research by the McKinsey Global Institute found that companies with more diverse leadership outperformed those with fewer differences by 36 percent. Similarly, McKinsey has found that organizations with more varied workforces outperform those in lower quartiles by 36 percent. Inclusion is a crucial part of business strategy, but authentic leadership is at the core of it.