Diversity is good for business. Not only does it boost morale and team cohesion, but it can also help your business grow. According to the 2019 L&D Report compiled by findcourses.com, 72% of companies that have seen growth over the last year are far more likely to have high levels of diversity. Additionally, 72% of companies that offer diversity training are also more likely to see an increase in profits.
We will discuss how you can achieve true diversity and how it can positively impact your business.
A key to making diversity successful is to make it part of the fabric of your company. By making it part of every day, it becomes as commonplace as your inbox. But getting to this point requires a bit of work.
First and foremost, you will need to have excellent diversity training programs in place. It will need to feel informative, non-judgemental, and, most importantly, not tokenistic. This can be done by looking at your existing team and then looking at how you can begin to promote diversity from within.
Excellent diversity training starts from within. It is not just about teaching cultural sensitivities or the mechanics of the major holidays of another faith; it is about weaving diversity training into the fabric of your company’s training regime.
For example, if one of your employees has an additional language, why not ask them to lead an introductory session in that language? That way, your team, as a whole, can have fun and learn to pronounce essential words and sounds in Romanian, Zulu, Hindi, or any other language.
Being trained by a colleague can also help boost morale as your team will already know the trainer. Additionally, it will also help the person leading the session to develop their leadership skills.
To put a strong emphasis on diversity training, you can also make it an event. For example, Starbucks closed hundreds of its US stores for an entire day so that their workers could undertake diversity training.
While your company may not be a global giant like Starbucks, the coffee chain does serve as an excellent example of how to make an event out of diversity training - and how to put it front and center.
Getting feedback on your diversity training program is as crucial as delivering good training in the first place. After all, if you have no feedback, how can you possibly know what can be improved and where?
Quick, easy, direct questionnaires are the simplest way to get instantaneous feedback. You can distribute them immediately afterward to gain flash feedback, or you can leave it a day or so and get more long-form feedback.
Make sure that any forms are anonymous and ask open questions. That way, you will get the most useful, informative feedback. It will also help you to gain consensus on what went well and what could be improved upon, and why. Feedback is invaluable to any training program. This is particularly true of diversity training.
Diversity training is not just good for your employees. It is also good for business. Many businesses that experience growth and see an increase in profits report higher levels of diversity than average.
The key to taking advantage of this opportunity is to make diversity natural to your company. You can do this by weaving diversity training into programs and courses that are not explicitly diversity and inclusion training. You can also ask employees to train their colleagues. It can be fun and can help to build team cohesion.
But, come what may remember that feedback is vital. You will probably base decisions on how to improve your diversity training off the back of feedback.