How to Find Appropriate Training
Finding diversity and inclusion training that is suitable for your organisation and staff is important to ensuring successful outcomes from the training.
Some key things to consider when looking for a third-party provider to undertake training for staff are:
- Assess Needs and Objectives: The company should conduct a thorough assessment of its diversity and inclusion needs and objectives to identify what it would like to achieve with the training. This may involve surveys, focus groups, or interviews with employees to identify areas for improvement and desired outcomes.
- Research Training Providers: Once the company understands its training needs, it can begin researching diversity and inclusion training providers. This may include consulting industry associations, diversity consultants, or professional development organisations specialising in diversity and inclusion training (e.g. the Diversity Council of Australia website is a good starting point).
- Review Training Content: Evaluate the content and curriculum of potential training programs to ensure they align with the company’s goals and values. The aim is to find programs that cover a range of topics, such as unconscious bias, cultural competence, inclusive leadership, and mitigating discrimination and harassment.
- Consider Training Formats: Determine the most appropriate format for delivering diversity and inclusion training based on the company’s size, budget, and logistical considerations. Options may include in-person workshops, online courses, webinars, or blended learning approaches combining various formats.
- Seek Recommendations and References: Ask for recommendations from other organisations within the sector or professionals who have experience with diversity and inclusion training.
- Inquire About Customisation: Determine if the training provider offers customisation options to tailor the training content to the company’s specific needs, challenges and industry context.
When to use third parties for training
Using third-party providers to deliver diversity and inclusion training can be beneficial when the organisation seeks specialised expertise, objective assessment, fresh perspectives, credibility, and legal compliance in its diversity and inclusion efforts. Third party training providers should be considered for the following reasons:
- Expertise and Specialisation: Third-party trainers often specialise in diversity and inclusion training and bring expertise and experience in addressing complex issues related to diversity, equity, and inclusion. They may have a deeper understanding of best practices, research, and methodologies in this field.
- Neutral Perspective: Third-party trainers can offer a neutral perspective and unbiased insights into the organisation’s diversity and inclusion challenges and opportunities. They are not directly involved in internal politics or dynamics, which can facilitate open and honest discussions about sensitive topics.
- Objective Assessment: Third-party trainers can conduct objective assessments of the organisation’s diversity and inclusion practices, culture, and policies. They can provide an independent evaluation of areas for improvement and recommendations.
- Flexibility and Customisability: Third-party trainers offer flexibility in delivering training to meet the organisation’s specific needs and objectives. They can customise training programs, adapt to changing circumstances, and accommodate different learning styles and preferences.
- Resource Efficiency: Utilising third-party trainers can be more resource-efficient than developing and delivering training internally. It allows the organisation to leverage external expertise and focus internal resources on other strategic priorities.
- Credibility and Reputation: Reputable third-party trainers often have established credibility and a track record of success in delivering effective training. Working with recognised trainers can enhance the organisation’s reputation and demonstrate its commitment to diversity and inclusion.
- Legal Compliance: Third-party trainers can help ensure that the organisation remains compliant with legal requirements and regulations related to diversity and inclusion. They can provide up-to-date information on legal obligations and help mitigate legal risks associated with discrimination and harassment.
Frequency of training
The frequency of D&I training in a company can vary depending on various factors, including the organisation’s size, industry, culture, and specific needs. However, there are some general guidelines to consider when determining the frequency of diversity and inclusion training:
- Regular Refresher Sessions: Training should be conducted regularly to reinforce key concepts, update employees on evolving best practices, and address emerging issues. Annual or biannual refresher sessions can help ensure that employees stay informed and engaged in diversity and inclusion efforts.
- New Employee Onboarding: It is critical to incorporate diversity and inclusion training into the onboarding process for new employees to familiarise themselves with the company’s values, policies and expectations regarding diversity and inclusion from the start. This helps set a positive tone for workplace culture and promotes inclusivity from day one.
- Ongoing Professional Development: Integrate diversity and inclusion training into ongoing professional development initiatives to provide employees with opportunities for continuous learning.
- Response to Specific Events/Issues: Conduct targeted diversity and inclusion training in response to specific events, incidents, or issues that may arise in the workplace. For example, if there is a noticeable increase in complaints related to discrimination or harassment, additional training may be necessary to address underlying issues and prevent future occurrences.
- Leadership Training: Provide specialised diversity and inclusion training for leaders, managers, and supervisors to equip them with the knowledge, skills, and tools needed to effectively champion initiatives, foster inclusive leadership behaviours, and drive cultural change within the organisation.