The reasons for implementing a diversity training program go well beyond doing so simply because it’s “the right thing to do.” It’s also good for business. Numerous studies show that diversity training leads to higher employee retention rates, better morale, fewer lawsuits and improved recruiting capability.
In fact, studies prove that companies that have achieved a high level of diversity perform 35% better than those that remain homogeneous. One of those performance factors is higher profits. Clearly, implementing diversity training is not only good for people in the work space, reduces tension and makes them happier – everyone tends to make more money to boot.
That’s why 74% of companies today practice some form of formal diversity hiring. It’s also why more businesses hire experienced professionals to come in an implement diversity training programs. Be aware, however, that not all such programs are created equal.
Experienced specialists in this field say that many owners and managers often confuse the difference between “informing” and actual “training.”
For example, gathering employees in a room and telling employees about what diversity is, the company commitment to it and what is expected of employees in not training – its information sharing.
Each diversity training program must be customized to each business. All are different. Before training is implemented, a thorough evaluation of an organizations internal “cultural norms” must be made so that a specific plan and approach can be designed.
Then comes choices about selecting approaches. There are many diversity training variables. That may include instructor-led, E-learning, blended approaches, video-enhanced, interactive theater and/or interactive games and more. Length of training is also key as is sharply defining objectives and outcomes.
This suggests the critical importance of working with experienced consultants with demonstrated track records of success to handle your company’s diversity training process.
