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.
Organizations are recognizing the value of diversity and inclusion as key drivers of success. Inclusive leadership is emerging as a critical factor in creating a workplace that not only celebrates differences but also leans into them for innovation and growth.
Engagement not only affects an individual’s work and sense of fulfillment in a job, but it also affects our interactions with each other. Conscious engagement is about being aware of your motivations and behaviors.
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.
The organizations that truly understand inclusion are the ones that are thriving and growing. Inclusive organizations can see business benefits that reach beyond the benefits of a diverse workforce.
Maura Packham is Vice President of Corporate Communications at Quad and was a member of the first cohort to earn the Professional Certificate in Diversity, Equity, and Inclusion.
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.
Corrie Schroeder is a Senior Program Manager at Northwestern Mutual and one of the first graduates of the CPED Professional Certificate in Diversity, Equity, and Inclusion.