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.
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.
Being an ally is not just a label or a moniker on a shirt. Allyship is action.
Organizations that want to hire and retain diverse talent often struggle to attract candidates in those demographics because the company’s existing structures and practices are driving away those it’s trying to attract. Part of the solution to this problem is integrating diversity, equity, and inclusion efforts into your team building processes.
Leaders should focus on building a positive, efficacious, and system-wide organizational culture that they and members can rely on and mobilize to address the array of specific challenges they will inevitably face.
In a roundtable conversation, clients from organizations of varying sizes and industries shared how they’re furthering their commitment to diversity, equity, and inclusion.