In today’s global, distributed workforce, it is easier than ever before to hire employees from different places, backgrounds, and cultures. But simply making diverse hires may not be enough to create a truly inclusive workplace, where these differences are valued and respected. Inclusivity is not an attitude: it’s a skill, and it can be taught. That’s where diversity and inclusion training in the workplace comes in.
What is diversity and inclusion training?
Diversity and inclusion training is a formal workplace training and information program that teaches employees how to engage in positive interactions, reduce unconscious biases, and work together effectively. Diversity training is often customized for different departments, with specialized courses for company leadership, human resources, and diversity training for employees. Diversity training teaches the practical skills they need to:
- Communicate more effectively with people of different backgrounds
- Recognize unconscious bias in themselves and others
- Build trust and cooperation
- Celebrate the value that diversity brings to workplace products and projects
In order for diversity and inclusion training to be effective, it cannot be simply tacked on to existing employee onboarding procedures, or adopted in response to a public relations problem or crisis. Diversity and inclusion need to be fully integrated into the company culture and recognized as part of the shared goals of the leadership, the workforce, and the customer. In fact, it is only when differences are celebrated, rather than tolerated, that a company begins to enjoy the many benefits of having a diverse workforce.
Why is diversity training in the workplace important?
Simply put, when diversity and inclusion training is effective, it unlocks the ability of all your employees (not simply the diverse ones) to achieve their full potential. Diversity training for employees makes a workplace more inclusive and accepting of the differences of others. Inclusivity in the workplace has a host of benefits, including:
- Fostering innovation. In today’s competitive business environment, innovation and creativity matter more than ever. Studies show that, when working toward a common goal, diverse teams are more innovative than homogenous teams. When they are empowered to contribute meaningfully, diverse employees bring alternative experiences and perspectives to products and processes and can pose new alternatives and solutions.
- Improving workplace morale. Diversity training includes communication skills and empathy training that benefit all employees, reducing microaggressions and improving collaboration. This has a positive effect on employee satisfaction and morale, making employees happier and more satisfied at work.
- Boosts employee retention. As you might expect, happier employees stay longer. Low retention rates can be a huge drain on company finances and resources, and research shows that employees’ perceptions of diversity and inclusion improve loyalty and retention.
- Increases company performance. Finally, and (for some business leaders), most importantly, diversity improves performance and profits. Multiple studies show that diversity improves productivity and financial returns, especially at the highest levels of leadership.
On the other hand, most literature indicates that companies only enjoy these benefits when diversity is embraced in a culture of shared values and mutual collaboration. When companies make diverse hires without truly including them, they typically don’t gain the full benefits of diversity, no matter what the statistical composition of the workforce may be.
6 key elements of a successeful diversity & inclusion training
1. Clear and tailored objectives
When designing diversity and inclusion training, the first step is to define what you want to achieve. Without clear objectives, the training risks becoming a box-ticking exercise rather than a transformative experience.
Instead of vague aims like “raise awareness,” set tangible goals such as “increase understanding of unconscious bias” or “improve intercultural communication skills.” These goals should be measurable, allowing you to see how the training is actually making a difference. These objectives should also resonate with your company’s mission and values. For example, if innovation is a core value, emphasize how diversity of thought leads to better ideas and solutions.
Make your program participant-centric and think about what your team really needs to take away from the training. Are they managers trying to better lead diverse teams or employees trying to better comprehend one another’s points of view?
2. Top-down support
Having upper-level buy-in is crucial for any diversity and inclusion project to be successful. If leaders aren’t visibly on board, employees may see the training as just another task rather than a meaningful effort. Ideally the commitment of SLT and the management should literally be visible. They not only need to endorse the training but also participate in it.
Leaders also need to communicate why this training matters. Whether through emails, videos, or town hall meetings, they should clearly explain how this effort aligns with the organization’s broader goals and values.
3. Workplace DEI assessment and program customization
No two workplaces are the same, and a one-size-fits-all approach rarely works in DE&I training. A thorough assessment of your organization’s current DEI maturity and landscape will help you create a training program that truly addresses your specific needs.
Start with an in-depth look at where your organization stands. This could involve surveys, focus groups, or interviews to get a clear picture of employees’ experiences and the existing culture. With the right analytics and inteligence tools, you can potentially do industry benchmarking too.
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Data-Driven insights: Use what you learn from the assessment to focus on the areas that need the most attention. For example, if the data shows that there’s a lack of diversity in leadership, the training can emphasize building inclusive leadership skills and creating pathways for underrepresented groups.
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Tailored content: Customize the training to address the specific issues uncovered in your assessment. If microaggressions are a common problem, include modules that define and address these behaviors, offering strategies for recognizing and responding to them.
4. Safe and open environment
Creating a space where participants feel comfortable sharing their thoughts and experiences is key to a meaningful training experience. Honest conversations are the backbone of any D&I training that seeks to bring about real understanding and change.
Psychological safety is a must. Establish a training environment where everyone feels they can speak up without fear of being judged, dismissed, or retaliated against. Start with ground rules that emphasize respect, confidentiality, and active listening.
To create this safe space, interactive training programs should be lead by a trained facilitator. They should be skilled at navigating sensitive topics, managing conflicts, and ensuring that all voices are heard. They should also be attuned to non-verbal cues and ready to step in if the conversation becomes too heated or if someone feels uncomfortable.
Psychologically safe environments are only safe if they promote an atmosphere where vulnerability is seen as a strength. When people share personal stories, it humanizes the issues and fosters deeper understanding. Facilitators can model this by sharing their own experiences with diversity and inclusion challenges.
5. Inclusive design and delivery
The way D&I training is designed and delivered can make or break its effectiveness. To truly resonate, the training must be inclusive in both content and format.
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Accessibility: Ensure that the training is accessible to everyone, regardless of their physical abilities, language proficiency, or technological access.
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Representation matters: The content should reflect the diversity of the workforce. Use examples, case studies, and scenarios that include a range of identities and experiences.
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Flexible learning options: People learn in different ways, so offer multiple formats for the training—live workshops, online modules, interactive sessions, and self-paced courses.
6. Actionable takeaways
For D&I training to have a lasting impact, participants need to walk away with practical, actionable steps they can implement immediately.
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Real-life applications: Provide concrete examples of how the training content can be applied in daily work scenarios. For example, if the training covers unconscious bias, offer strategies for recognizing and mitigating bias in decision-making processes like hiring, promotions, and performance evaluations.
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Tools and resources: Equip participants with tools they can use beyond the training session. This could include checklists, conversation guides, or access to further reading and resources. These tools should be easily accessible and practical, enabling participants to put their learning into practice.
Types of diversity and inclusion trainings
Awareness-based training
Awareness-focused trainings are designed to increase participants’ awareness of diversity-related issues, helping them understand the importance of diversity and allyship in the workplace.
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Content: Topics often include the benefits of a diverse workforce and the challenges of bias and discrimination. It may involve discussions on experiences of underrepresented groups and the impact of stereotypes.
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Goal: The aim is to broaden participants’ perspectives, making them more mindful of diversity and its impact on both interpersonal relationships and organizational success.
- Example trainings:
Skill-based training
Skill-based diversity training focuses on developing specific skills that employees need to interact effectively in a diverse work environment.
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Content: It may include conflict resolution, effective communication across cultures, and strategies for inclusive leadership. Role-playing, simulations, and interactive activities are common methods used to build these skills.
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Goal: To equip employees with practical tools they can use in their daily interactions, ensuring that diversity is not only recognized but effectively managed.
- Training examples:
Unconscious bias training
This training addresses the unconscious biases that can influence decisions and behaviors in the workplace, often without individuals realizing it.
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Content: It typically covers how unconscious bias works, the impact it can have on workplace dynamics, and strategies to mitigate these biases.
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Goal: The objective is to make participants more aware of their biases and to provide strategies for reducing their influence in decision-making processes, such as hiring, promotions, and team dynamics.
- Training examples:
Cultural competence training
Cultural competence training helps employees understand and respect cultural differences in the workplace, improving their ability to work with colleagues from various backgrounds.
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Content: This type of training covers topics like cultural norms, values, and communication styles from different cultures. It may also address the challenges and benefits of working in a multicultural environment.
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Goal: To enhance employees’ ability to interact with people from different cultural backgrounds, minimizing misunderstandings and promoting effective collaboration.
- Training examples:
Inclusive leadership training
This training is targeted at leaders and managers, helping them develop the skills needed to lead diverse teams effectively.
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Content: It includes topics such as inclusive decision-making, equitable team management, and strategies for creating a supportive and diverse work environment. Leaders are taught how to recognize and address bias, support diverse team members, and drive DEI initiatives within their teams.
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Goal: To empower leaders to create an inclusive culture within their teams and ensure that diversity is leveraged for greater innovation and performance.
- Training examples:
Anti-racism training
Anti-racism training specifically addresses issues related to race and racism in the workplace, helping employees understand systemic racism and how it affects the workplace.
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Content: The training covers the history and impact of racism, how it manifests in the workplace, and strategies for combating racist behaviors and policies. It often includes discussions on privilege, allyship, and building an anti-racist organizational culture.
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Goal: To promote racial equity in the workplace by educating employees about racism and empowering them to act against it.
- Training examples:
Diversity and inclusion for HR
These trainings are tailored to those involved in hiring and recruitment, emphasizing the importance of diversity in the hiring process.
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Content: It covers strategies for attracting a diverse pool of candidates, creating unbiased job descriptions, and conducting interviews that minimize bias.
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Goal: To improve the diversity of the organization by ensuring that the hiring process is free from bias and open to candidates from all backgrounds.
- Example trainings:
LGBTQ+ Inclusion Training
This type of training is aimed at creating a workplace that is inclusive of LGBTQ+ employees, addressing both the unique challenges they face and the benefits of LGBTQ+ inclusion.
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Content: It includes discussions on sexual orientation, gender identity, and expression, as well as the specific issues LGBTQ+ individuals may encounter in the workplace. The training also covers how to be an ally and create a supportive environment for LGBTQ+ colleagues.
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Goal: To ensure that LGBTQ+ employees feel respected and valued in the workplace, and to educate the broader workforce on how to support LGBTQ+ inclusion.
- Example trainings:
Why Choose Diversio for Diversity Training in the Workplace?
Diversio offers comprehensive, data-driven diversity and inclusion training programs designed to meet the unique needs of your organization. Our training portfolio includes live courses, self-paced modules, and customized workshops, all led by industry experts
As the research indicates, there are several criteria for diversity training in the workplace to actually be effective in creating an inclusive workplace. Here are three characteristics of effective diversity training for employees:
- Based on data and analysis. Every organization is unique, and there is no one-size-fits-all diversity strategy. In addition, many business leaders may not have objective insight into their biggest diversity challenges. When diversity training is based on a foundation of fact-finding and data, it is more likely to meet the specialized needs of an organization.
- Integrated into company culture and shared goals and values. Diversity training cannot simply be a day-long seminar and then everyone goes back to “business as usual.” Instead, employees need to be immersed in a culture where differences are celebrated, and alternative viewpoints are valued as contributing toward shared objectives.
- Includes measurable goals and outcomes. Effective diversity training includes measurable goals and outcomes and works toward achieving those metrics.
Diversio’s comprehensive, data-driven diversity solutions are designed and led by industry experts and tailored to the unique needs of your company.
Book a consultation and demo of Diversio platform.
