Today’s corporate leaders know that investing in diversity, equity and inclusion (DEI) initiatives are crucial to cultural transformation, but there’s one problem: many of these efforts, while commendable, fall short in driving meaningful change. In fact, relying on DEI training alone can actually hinder progress on cultural change. Learn the four reasons why DEI programs fail—and the supportive solutions you need to actually create healthy culture change at your workplace.

Making DEI training mandatory

Implementing a mandatory DEI training program may seem like a proactive step, but this could actually be working against your organizational culture. Required training may lead to resistance and animosity among participants, according to Harvard Business Review (HBR).

“Trainers tell us that people often respond to compulsory courses with anger and resistance—and many participants actually report more animosity toward other groups afterward,” HBR said. While mandatory, one-off training may check a box, it fails to create lasting behavior change or address the root causes of performance issues. And many employees dread mandatory training because they feel it is a waste of time, a violation of their autonomy, and a sign of distrust from their managers.

Failing to realize DEI is only one part of an organization’s culture

If your business is struggling with workplace culture, DEI training won’t magically fix it. Organizations with thriving and diverse workplaces use DEI training as one tool in the cultural transformation toolkit in conjunction with other strategies that foster a sense of belonging, empowerment and purpose among employees. Building a culture of inclusion and support requires a multifaceted approach with a range of strategies, including:

  • Well-being programs that promote physical and mental health
  • Mentorship opportunities that foster professional growth
  • Volunteer initiatives to give employees a sense of purpose and fulfillment

Lack of consistency in DEI training

Can you recall the last time you made a cultural shift or changed your habits after a one-day workshop? Probably not. That’s the same reason why one- or two-day DEI workshops aren’t enough to see long-term change.

DEI training is a process that requires continuous engagement, feedback and reinforcement as a major part of a workplace’s culture. Otherwise, employees may feel the training is superficial, insincere, or motivated by external pressures rather than genuine commitment. Some ways to create consistency and demonstrate a genuine commitment to fostering an inclusive culture are:

  • Regular communication with employees on culture and DEI initiatives
  • Seeking employee input and suggestions
  • Providing bite-sized learning opportunities through the year

Not setting objectives or goals for DEI training

You wouldn’t launch a new campaign or major business initiative without first setting objectives or aligning on organizational goals, right? The same principle applies to organizational culture change and DEI training. If your workplace culture initiatives don’t have clear objectives, with intent to meet business needs, your staff will feel confused and lost. Build regular evaluations and feedback from employees into your plan to assess the effectiveness of training and ensure it aligns with your workforce’s needs.

Supportive Solutions for Holistic Cultural Transformation

To move beyond DEI training and create a truly inclusive workplace, try these three supportive solutions:

  1. Develop or redesign organizational policies and procedures:

Incorporating purposeful DEI policies are a powerful way to foster an organizational culture where employees can feel safe and supported. These policies not only attract diverse talent, but also act as a statement of intent and a catalyst for change, demonstrating that the organization is serious about fostering equity and diversity in its practices and outcomes.

  1. Emphasize employee engagement and inclusion programs:

Organizations that want to advance DEI training programs must also invest in employee engagement and inclusion programs that foster a sense of belonging, collaboration, and innovation.

  1. Assign a designated point person or group:

DEI training is not a solo act, it is a team effort. Employers can leverage the power of culture representatives, committees, and Employee Resource Groups (ERGs) to amplify the impact of DEI training. These groups can help senior leaders develop empathy and communication skills, as well as show employees that the organization values and celebrates diversity and inclusion. Taking a team approach helps create a dynamic, communicative and interactive exchange of ideas and perspectives, rather than a static and one-sided delivery of information.

DEI training is a critical component of an inclusive workplace, but DEI training alone won’t drive meaningful organizational change. It must be part of a multipronged, holistic approach that addresses wellbeing, engagement and support to create an environment where employees feel valued, heard and empowered. By incorporating diverse strategies and implementing supportive solutions, your business can build a human-centered workplace that thrives on employee well-being.

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