EDI training is essential for creating an equitable and inclusive workplace.
Equality, Diversity and Inclusion (EDI) training help to build awareness of implicit biases and other barriers to diversity, equity, and inclusion. It can also provide employees with the tools necessary to identify and address such issues.
Furthermore, it helps to create a meaningful connection between EDI initiatives and the company's mission, purpose, and values to ensure EDI is aligned and embedded. This connection is vital to create a lasting impact beyond just a few quarters. EDI training is an invaluable intervention, and creates a space to learn, and understand the impact of non inclusive behaviours and language and importantly, action plan for change.
Anti-Oppression Training & Allyship
Anti-oppression training and allyship training are essential components of EDI training. Anti-oppression training educates employees about historical forms of oppression and how positions of power and privilege work in tandem. It helps participants understand how racism, sexism, ableism, and other forms of discrimination manifest in the workplace. Allyship training helps employees learn how to support diversity, equity, and inclusion initiatives actively from a place of knowledge and personal investment. It also encourages them to become allies for those facing systemic oppression and take actionable steps to make a difference. Employees can gain the skills necessary to create a more equitable and inclusive work environment through this training.
Advancing Your EDI Efforts
Advancing EDI efforts requires active leadership, which is why embracing the power of staff networks and committees is essential. Staff networks are made up of employees who are passionate about promoting diversity, inclusion, and equity within the organisation. By actively engaging with staff network members and fostering an open environment to new ideas and perspectives, organisations can send a powerful message to their teams that they are committed to EDI efforts. With awareness and training, organisations can create a movement with staying power and equip their leaders with the tools to foster an equitable, diverse, and inclusive workforce.
Recruiting Inclusively and Uncovering biases
Uncovering implicit bias is a crucial part of EDI training. When people understand the concept of biases, they are more likely to recognise how it can affect their behavior, decisions, and relationships with others, whether this be in recruitment, or talent development processes.
Training helps individuals identify and challenge their own biases and provides the tools they need to create an environment of inclusivity and respect. Through facilitated discussions and training sessions, attendees can gain insight into how to think critically and act consciously regarding bias in their own workplace contexts.
By learning how to manage their biases, individuals can become better allies to those who are underrepresented in the workplace, be it women, people of racially minoritized backgrounds or those with disabilities.
Microlearning and spaced repetition are two effective methods for incorporating regular bias training into the workplace. With consistent training, organisations can equip their teams with the knowledge and skills to recognise and combat biases and other non inclusive individual and systematic recruitment practices.
Bystander Training & Barriers to EDI Learning
Bystander training can be a powerful tool for those looking to further their EDI efforts. Not only does it help organisations to better understand the experiences of their staff, but it also helps them identify any potential barriers they may face in achieving their EDI goals. By gaining a deeper understanding of microagressions and the role of an ‘active bystander’ organisations are better equipped to create an inclusive and equitable environment. Additionally, anti-Bystander training can be beneficial for developing allyship skills that foster respect and understanding amongst colleagues, improving cultures and relationships between teams. With improved Bystander competence, teams can work together based on self reflection and action, to build an environment that is diverse and equitable.
The Benefits of EDI Training
The benefits of EDI training extend beyond eliminating discrimination and harassment in the workplace. EDI initiatives also help build brand reputation, improve employee engagement, and promote healthier organisational cultures. EDI training can help build cultural competence, and this can help to create an inclusive workplace where everyone feels valued and respected. EDI training can also help to increase empathy for others and create a more equitable workplace. With the proper training, rooted in both evidence and powerful personal stories, organisations can create an environment that values EDI initiatives and helps employees become advocates for improved experiences for all.
To fully achieve the benefits of any EDI programme, and improve learning transfer rates, training must be linked to an overall strategy, and have actions and accountability attached to it so that employees understand what behaviours or systems they need to change, and to whom they will be accountable.
Celebrating Your People
A comprehensive training program is essential for any organisation promoting diversity, equity, and inclusion. However, it is just as important to recognize and celebrate the people leading the charge in advancing your EDI initiatives. Celebrating those who go above and beyond to advocate for a safe and inclusive workplace culture can effectively encourage other employees to get involved in EDI efforts. It also helps create a positive environment where everyone feels respected, heard, and valued. A system in place to recognize employees' commitment to EDI will also help ensure that progress continues toward creating an equitable workplace.
Connecting Engagement and Inclusion
Connecting Employee Engagement and Inclusion fosters a culture of performance and trust. It is essential to create an inclusive environment where everyone feels respected and valued, as this will help to increase employee engagement and boost productivity.
Organisations need to have a systematic and continuous approach to EDI training to create a truly diverse, equitable, and inclusive environment. Through communication, EDI training, and conversation, people can recognise how their social identity influences how they interact with others. EDI training can offer organisations and employees numerous benefits, such as increased retention, revenue, employee engagement, customer satisfaction, and more.
For details about the Bakare Barley training courses, visit: https://www.bakarebarley.com/trainingandfacilitation