Does diversity training really work? 3 ways to get buy-in at work
How to make DEI (Diversity, Equality and Inclusion) work for your team
Have you ever doubted whether diversity training really works? You’re not alone. Many initiatives and projects fail for a variety of reasons — from being outdated to feeling like a tick-box exercise. It can easily be seen as a ‘must do’ not a ‘want to do’ at work, which builds resistance and misunderstanding between groups.
The truth is, diversity and inclusion training isn’t just a ‘nice to have’. When we are able to successfully identify, accept and work on our inherent biases, we create better products, build stronger teams and create a more productive workplace. Who doesn’t want that?
It’s all about the approach — DEI training should be holistic
A recent BBC report shows that where managers feel forced into changing how they work or deprioritised for ‘trending’ current affairs — diversity outcomes have actually worsened. The approach to diversity should be based on a holistic journey, rather than arbitrary rules or ‘viral’ moments in the public discourse.
It’s all about a long-term, phased approach — this changes everything. For example, after completing our recommended programme with insights and analytics company, GWI (Global Web Index). The results were impressive, with the value of diversity increasing from 61% in 2020 to 90% in 2021. A total of 200 participants took part in the program, which saw an increase of 22% in their D&I survey results within a one-year period.
Chelsea Coates, Chief People Officer said;
“Hustle Crew have been organised, efficient and collaborative to help us in our D&I work at GWI. The turnaround between our initial conversation and the first workshop was incredibly fast, and the team were helpful and supportive throughout the process. The impact of these sessions has been phenomenal and has started a really healthy conversation in our organization that we intend to continue. This would not have been possible without the expertise, empathy and experience Hustle Crew brought to the table, thank you Hustle Crew Team!”
Our Head of Consulting Alyssa Ordu said;
“Working with Chelsea and her fellow GWIers across the London, Athens and New York offices showed me this organisation’s bold and brave attitude towards diversity, equity and inclusion. I was impressed at the level of vulnerability that showed up in sessions, from participants who were new joiners, and mid-level management to the c-suite. I saw just how much this fast-growing business appreciates that often our strengths lie in our differences, not only our similarities”
To learn more about how we can support your inclusion goals, book a call with Alyssa today.
So, what next?
DEI (Diversity, Equality and Inclusion) training and initiatives should improve our interactions at work, rather than alienate people. Here are some considerations for your team to achieve the right balance, based on our experience delivering 200+ workshops and training for companies in the last year alone.
Try not to take it personally. D&I training is something that is designed to tackle the system, it’s not a personal attack on your character. The training is designed to start a conversation, not call anyone out.
Using positive and negative terminologies. It’s important to remember the terms used will determine the outcome of a D&I workshop. Terms such as “mandatory,” and “trouble” ignite negativity, which then causes employees’ walls to go up and the mindset becomes fixed – meaning the information won’t be absorbed.
Don’t view it as a box-ticking exercise. At the end of the day, people are people and everyone deserves respect. Be aware of your own privilege and ask, “if it was me, how would I feel?” the response may shock you.
Get external support. Bringing in an external consultant or specialist can bring another perspective to the team, not to mention tried and tested strategies that have been successful time and time again. We’re always open for a free consultation.
Need help getting sign-off for your next initiative? Here are 3 ways to get buy-in from the decision-makers in your company:
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Since 2016, we’ve been providing. Since 2016, we’ve been helping companies like Sky, Stella McCartney and more to become more diverse, through our Recommended Programme — which includes ‘Fostering Inclusion’ and ‘Understanding Bias’ workshops. Navigating conversations about diversity can be challenging, but driving long-lasting change in your company is possible.