Diversity and Inclusion Training

Have you marked any key diversity and inclusion dates or events recently? I wonder if you do this throughout the year?

Promoting equal opportunities, highlighting equality issues and supporting a diverse workforce at key times is to be encouraged. But this is 2023. People expect more. Your employees (current and future) expect more than token gestures.

It’s no longer enough to put a ramp outside your front entrance, wave a rainbow flag for Pride, or write an article about Black History month. Employees are searching for truly diverse, inclusive workplaces where they can pursue their career and be their true self. Without being asked to make a compromise between the two.

In this blog, we’re going to share our outlook on diversity and inclusion, including the importance of building an open, trusting culture, and taking a fresh approach to diversity and inclusion training.

Employers must act on their intentions

A CIPD research study, published in December 2022, found that just 30% of employers say their leaders are completely committed to having an inclusive and diverse workforce. Worryingly, the study also found that only 36% said that senior leaders are completely committed to having an inclusive workplace.

We think these are shocking statistics, don’t you? They highlight the need for a new approach to creating a diverse and inclusive workplace culture that starts at the top and filters down through the organisation.

Today’s employees expect this. We can all do more to create inclusive workplaces where people from all cultures and backgrounds are welcome and everyone feels comfortable to be themselves at work. It’s not enough to show intent. Employers must demonstrate that they’re acting on their intentions.

The CIPD report makes seven recommendations for employers to put into action and we think they’re worth mentioning. The highlights include:

• Carrying out a critical assessment of your approach to people management

• Enabling managers through training, and

• Educating managers on the vital role they have to play in creating and championing an inclusive workplace.

Strength and productivity in diversity

Diverse, inclusive working environments are places where people can develop, thrive, flourish and grow.

Studies have found a direct link between diversity and productivity at work, leading to stronger teams performing at a higher level. In diverse teams, employees learn together, gaining a better understanding of each other and your customers. People who are free to speak up, share their beliefs and be who they want to be are also more engaged at work. Attracting and recruiting talent can also become easier when your organisation values and respects diversity.

Building a culture of trust

If you’re a frequent follower of our blogs, you’ll know we mention the word trust an awful lot. We make no apologies for this. Trust really is the foundation of a productive, engaged, inclusive workplace culture. When you build trust, everything else falls into place.

Managers may need to adjust their management style to create a culture that builds trust with employees and between employees. This isn’t just a manager’s responsibility, it’s everyone’s responsibility to create an environment that is safe, supportive, empowering and trusting.

It’s up to the organisation to enable a culture of trust, but it needs everyone’s buy in to come to fruition.

Creating a speak up culture

If creating a diverse, inclusive workplace is a high priority, you need to let everyone in your business know it is important to you and you’re serious about making it happen. People will only start believing if you communicate this message consistently and effectively in everything you do.

Part of your communications should focus on encouraging and empowering employees to speak up. Even in the most diverse workplaces, not all employees feel confident to speak up if they witness actions or behaviours that don’t fit with company culture and expectations, or if they feel uncomfortable or unsure about something. Feeling safe at work is a basic requirement for every employee. People need to know they can report something if it doesn’t feel right. They need to know it’s okay to ask questions without fear of repercussion.

So what happens when employees do speak up? People managers absolutely need to be equipped to handle those conversations. They need to know what’s expected of them and how to take action on what’s been shared.

It all comes down to equipping managers with the skills to communicate and build trust, setting an example for others.

Equip your managers to lead by example

People create an organisational culture. If you want people at every level to buy in to your diversity and inclusion strategy, they need to see senior managers and line managers leading by example. This creates a culture in which people can be the best versions of themselves and everyone feels empowered to speak out.

Having D&I policies in place as a guide is only the beginning. Managers need to understand what the policies mean and how to implement them in real-life situations. There really is no substitute for practical diversity and inclusion training.

Consider how you might introduce your managers or leaders to the topic of diversity and inclusion. Online training is one possibility. For example, you could invite a speaker to share best practice on creating a positive culture where everyone feels they belong.

It’s time to think beyond diversity categories

At P3, we believe it’s time for a fresh approach to diversity and inclusion. It’s no longer acceptable to categorise people by labels of gender, race, disability or sexuality. We’re all individuals. We don’t accept being put into boxes. Diversity comes in all shapes and sizes, not just the standard protected characteristics. It’s complicated. But then people are complicated. That’s just how we are. It’s something to embrace.

When faced with such complexity, many organisations choose to ignore diversity and inclusion because they simply don’t know how to tackle it. They fear getting it wrong and facing backlash.

Providing equality, diversity and inclusion training in the workplace is not a choice, it’s a must. Good diversity and inclusion training focuses on creating a culture of trust which treats everyone as individuals, each with their own personality, character traits, personal needs, and ways of working.

It’s time to move away from diversity labels and take a new approach to inclusion, without fear of discrimination. Our team is passionate about supporting organisations like yours to make the shift.

How we can help

Our Learning & Development framework is designed to equip managers with important skills around building trust and communication, setting strong foundations for diversity training. Call us today on 0161 941 2426 and ask for Chloe or email chloe@p3pm.co.uk if you would like to find out more.

Further reading

If you’d like to explore this topic further, take a look at our free eBook Equality, Diversity and Inclusion and our blogs on Inclusion in the Workplace and Creating an Inclusive Culture.