Forward-thinking organizations are embracing diversity and inclusion (D&I), using it as a competitive edge in a world marked with increasing globalization and demographic shifts. For training professionals, understanding D&I and enhancing their expertise in the field demonstrates knowledge of changing business dynamics.
According to the authors of the March 2014 Infoline, "Leveraging Diversity & Inclusion for a Global Economy," training and development professionals can be more effective with respect to D&I by doing the following.
Be aware of your own biases. It's important to address your own knowledge of cultural background, and implicit and explicit biases.
Align training initiatives with an organization's D&I strategy. Help learners understand their organization's vision of D&I, and what it means in terms of personal action and leading teams.
Use multiple learning methodologies. Examples include interactive case studies, forced choice and voting exercises that help to uncover preferences and biases, and e-learning that provides anytime, anywhere information.
Embed D&I across the curriculum, particularly with respect to leadership development efforts. Providing linkages throughout coursework is more effective than stand-alone training.
These tips were adapted from the March 2014 Infoline, "Leveraging Diversity & Inclusion for a Global Economy." For more information, go to www.astd.org/Infoline.