Diversity, equity, and inclusion (DEI) training has become increasingly more prevalent in the workplace. However, it is not uncommon to encounter resistance to DEI training, whether that be from executive leadership or individual team members. Understanding the reasons behind resistance to DEI training is crucial for organizations and facilitators to address these concerns effectively and create successful DEI initiatives.
To effectively achieve our goal of adding DEI into the Wisconsin School of Business’s DNA, we have developed a strategic framework, “A 360 Approach to Diversity, Equity, and Inclusion,” which relies on three key components of knowledge, immersion, and aptitude.
Binnu Palta Hill has been a member of the Wisconsin School of Business Center for Professional & Executive Development community since 1999 as a student, instructor, and program director. She is also the Chief Diversity, Equity, and Inclusion Officer at the Wisconsin School of Business.
n order to fully realize the benefits of diversity for both the organization and the individuals working there, it is imperative that leaders embody an inclusive mindset and exhibit inclusive behaviors.