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13 Jul 2021

Five new ideas to extend diversity, equity and inclusivity beyond a one-time training

Following the historic social unrest of this past year, many businesses have recommitted to prioritising diversity, equity, and inclusivity (DE&I). There’s been a palpable shift, in which the workplace has become a platform for social change, and indifference is an increasingly less viable option. In fact, a recent CNBC article notes: “companies that don’t prioritise diversity could see investors ditch their stock”.


With money and reputation at stake, the challenge for many companies – and HR teams, in particular – is finding an effective path forward. According to Gartner, 64% of CHROs are now held accountable for DE&I progress. And yet research from Josh Bersin suggests 80% of HR professionals view their companies as “going through the motions” when it comes to DE&I – seeing no significant impact from the organisation’s actions.

What is needed moving forward are sustainable, ongoing programmes. One-time trainings may be well-intentioned, but they rarely move the needle on their own. Academic studies suggest the best DE&I approach is delivered over an extended period, integrated with other initiatives, and designed to increase both awareness and skills.

Our latest paper outlines five ways to embed DE&I into your organisational culture:

  1. Make space for ongoing dialogue.
  2. Democratise recognition.
  3. Use technology to reinforce DE&I training.
  4. Truly allow employees to bring their whole selves to work.
  5. Get your data house in order.

Download 5 new ideas to extend DE&I beyond a one-time training.

This article is provided by Workhuman.

In partnership with Workhuman

Workhuman is a provider of social recognition and continuous performance management software.

Contact us today

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