There’s a growing consensus that organizations need to do more to foster diversity, equity, and inclusion (DEI). And while many companies have introduced DEI initiatives, there’s still room for improvement. One area that often gets overlooked is executive leadership training. Wait, executive leadership needs DEI training too? Absolutely. iIt’s important for executives to receive DEI training, as they set the tone for the entire organization. Yet too often, executives are not given the tools they need to navigate DEI issues. As a result, they can unintentionally perpetuate systems of inequality. Let’sl discuss how essential executive DEI training is for an inclusive workplace.

The Need For DEI Training

DEI training helps employees learn about and understand the importance of diversity, equity, and inclusion in the workplace. It also helps employees identify and address their own personal biases and learn how to be more inclusive of others.

Did You Know… Companies with more than 30% women executives were more likely to outperform companies with a lower number. Source: Mckinsey Insights

DEI training helps companies create a more inclusive environment for all employees, and can also help employees learn how to better interact with co-workers from different backgrounds.

DEI training is proven to reduce the occurrence of workplace discrimination and harassment, and helps employees become allies underrepresented groups. By providing DEI training, companies can create a more positive and productive work environment for all employees.

Did You Know… Racially and ethnically diverse companies have a 36% higher likelihood of financially outperforming less diverse companies. Source: Business Wire

What Kind Of DEI Training Do Executives Need?

As the discussion around diversity, equity, and inclusion (DEI) continues to evolve, so too does the training that executives need to properly address issues. While there is no one-size-fits-all solution, there are a few key areas that all executives should focus on when it comes to DEI training.

First and foremost, executives need to be educated on the basics of DEI. This includes understanding the different dimensions of diversity, the historical roots of equity and inclusion initiatives, and the current state of DEI in the workplace. Without this foundation, it’s be difficult for executives to effectively lead DEI initiatives.

Executives also need to be trained on how to handle difficult situations concerning DEI. These conversations can be awkward because they require addressing difficult topics, such as racism and sexism.

Did You Know… Only 47% of managers feel prepared to have conversations about race with their employees. Source: Gallup

However, DEI training can help executives learn how to have these conversations in a productive and respectful way.

Who Should Provide DEI Training For Executives?

An organization's commitment to DEI must start at the top. Leaders need to be active and vocal allies in the fight for DEI, and they also need to be educated on how to create an inclusive environment. It's not enough to simply avoid discriminatory practices - leaders need to actively promote DEI in the workplace.

But who should provide this training for executives? There are two main options for DEI training providers.

1. Internal DEI department: Many organizations have a DEI department that is responsible for creating and implementing DEI initiatives. This department can also provide training for executives on how to be allies and create an inclusive environment. However, if you don’t already have an established department, you’ll need to create one. Hiring and training could take a year or more before the team is ready.

2. External training tools: Learning courses, including our own, guide individuals and teams on their DEI journey. Participants explore self-guided training — at their own pace — that puts the user in control. But you’ll have to research different training tools to find the one best-suited for your company. There’s always risk in trusting an external company.

How Often Should DEI Training Take Place?

There is no one-size-fits-all approach. Training frequency depends on the size of your company, the makeup of your workforce, and the specific needs of your DEI initiative. For example, in smaller organizations DEI training may be conducted quarterly or semi-annually. While in larger organizations, DEI training may be conducted monthly or even weekly.

In general, however, we recommend that DEI training should take place at least once a year, and more frequently if possible. Be mindful of turnover rates too. Companies with high turnover rates may benefit from more frequent DEI training, such as monthly or even weekly sessions.

Whatever cadence you choose, the goal is to ensure that employees are up-to-date on the latest DEI information and that the company is making a continuous effort to promote diversity and inclusion.

What Are The Benefits Of Implementing Dei Training?

1. Improving Communication and Understanding Among Employees

Employees with DEI training are more equipped to interact with people from a variety of socioeconomic and cultural backgrounds. Barriers resulting from disparities in gender, color, ethnicity, or other traits are broken by promoting open communication and active listening. A pleasant workplace is dependent on team members having better understanding, empathy, and collaboration, all of which are facilitated by enhanced communication.

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2. Reducing Workplace Conflict

At work, miscommunications and unconscious prejudices are frequently the cause of disputes. Employees who receive DEI training are better able to identify and handle these problems before they get out of hand. DEI training lessens the chance of disputes resulting from diversity-related issues by encouraging constructive communication and respect for differing viewpoints. As a result, there is greater harmony and cooperation at work and differences are viewed as assets rather than causes of conflicts.

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3. Creating a More Inclusive Environment

The development of an inclusive workplace where all workers, regardless of background, feel appreciated and respected is a major result of DEI training. This entails making sure that laws and procedures do not discriminate against any group while simultaneously acknowledging and appreciating the distinctive contributions made by each individual. Employee engagement, satisfaction, and general well-being are all greatly impacted by an inclusive work environment that gives them a sense of belonging. 

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4. Helping Employees Better Understand and Embrace Diversity

Employees who have received DEI training are better able to appreciate the benefits that diversity offers to the company and its importance in the workplace. Teaching kids about the different aspects of diversity—like gender, sexual orientation, color, and cultural background—encourages a more welcoming and tolerant mindset. Employee acceptance of diversity is made possible by this understanding, which creates a more inventive and cohesive team.

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5. Improving Team Performance

When properly led, diverse teams frequently perform better than more homogeneous ones. By encouraging a culture where all viewpoints are respected and acknowledged, DEI training assists teams in making the most of their diversity. This variety of viewpoints can stimulate more original problem-solving and improved decision-making, which will ultimately improve team performance. The team is stronger and more dynamic when members are at ease sharing their distinct perspectives and experiences.

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6. Increasing Company Profit

Businesses that place a high priority on diversity and inclusion typically observe an improvement in their profitability. This is made possible via DEI training, which raises customer satisfaction, lowers attrition, and increases employee satisfaction. Increased market share and profitability can be attained by an inclusive and diverse workplace that encourages innovation and a deep understanding of the needs of varied customers. Furthermore, organizations that are perceived as inclusive may attract top talent that is searching for a forward-thinking and encouraging work environment. 

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7. Improving Hiring Quotas

With the aid of DEI training, companies may create inclusive, equitable hiring procedures that draw in a wide range of applicants. Through the identification and remediation of implicit prejudices in the hiring process, organizations can enhance their hiring targets and guarantee that the most qualified applicants from diverse backgrounds are chosen. This enhances the workforce by bringing in a variety of viewpoints and experiences, in addition to assisting in the achievement of diversity goals.

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8. Maintaining Employee Retention

Maintaining top talent requires an inclusive and encouraging work environment, which DEI training creates. Employee retention is higher in organizations when workers have a sense of worth and appreciation for their contributions. In addition, DEI training guarantees that professional development possibilities are available to all staff members, which increases retention even more by offering distinct career paths for promotion within the company.

How Can You Get Started With DEI Training?

Organizations that are serious about DEI efforts often start with training. The goal of this type of training is to educate employees on the issues of diversity, equity, and inclusion. So start with research!

Demo different DEI training toolsto find the right fit for your organization. When it comes to choosing the right DEI training tool, there are a few things to keep in mind.

• Topics addressed
• Budget/pricing
• Qualifications of the tool
• Size of tool needed
• Ease of use
• What you're trying to accomplish

Start Your DEI Journey Today

CT3 makes positive workplace behavior training possible. With engaging and accessible modules, teams who use CT3 focus on active learning, not passive attendance. CT3 is transformation through training. Take the first step for your team today.