Five new ideas to extend diversity, equity and inclusivity beyond a one-time training
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:
- Make space for ongoing dialogue.
- Democratise recognition.
- Use technology to reinforce DE&I training.
- Truly allow employees to bring their whole selves to work.
- Get your data house in order.
This article is provided by Workhuman.
In partnership with Workhuman
Workhuman is a provider of social recognition and continuous performance management software.