"Diversity Metrics - Track gender and demographic estimates to achieve your
diversity hiring goals
- When it's mandatory. Mandatory diversity and inclusion training can net an immediate and negative response. When it's mandatory, it can seem punitive, with a reaction of “someone did something wrong and now we all have to sit through this.” If training is required in response to a problem you may already be behind the eight-ball where employee opinion is concerned. The majority of people don’t see themselves as biased and immediately become vehemently defensive if they’re accused of being so. Similarly, when it's clearly being offered as a response to an incident, attendees can become extremely defensive. Some may even cling more strongly to their biases. Research has overwhelmingly shown negative messaging in D&I training not only doesn’t help, but it may also set inclusion efforts back. Social scientists have also found, over a number of years, that people naturally tend to rebel against enforced rules.
- When it's too focused on the law. Another mistake businesses make when implementing D&I programs is focusing on a legal viewpoint as opposed to an empathetic and ethical viewpoint. When employees perceive the training as an attempt to stay compliant and simply check off a box, they will usually be more resistant to the teachings. If a business is not genuine in its reasons for offering the training, it will be harder for employees to genuinely absorb the information.
- When it's offered to (or required for) a limited group. Dobbins' research suggests that when training is only offered to one group in the office, it's much less effective. Training only your management team may seem like a good (and cost-efficient) idea, but employees don’t like being left out. Furthermore, discrimination and biases don't solely occur at a managerial level. To be effective with training, it should be accessible and encouraged for all