In 2024, Equality, Diversity and Inclusion (EDI) is at the forefront of many companies’ minds. However, EDI isn’t simply a case of being ‘woke’ and ‘box-ticking’ – it’s for the crucial benefit of your team. Diversity creates a non-static work environment with multi-faceted perspectives and skill sets, which is precisely what you need to be both progressive and productive as a business. What’s more, equality and inclusion are two key pillars which help your employees feel safe and seen in your company – and as a business owner, what is more important than the wellbeing of your team? For these reasons, DEI topics are included in many training programmes, providing a vital learning curve for managers and employees alike. However, there’s always more progress to be made.
For these reasons, DEI topics are included in many training programmes, providing a vital learning curve for managers and employees alike. However, there’s always more progress to be made.
Diversity and Inclusion: What’s The Difference?
First things first, let’s tackle the difference between diversity and inclusion – as people are still getting the two confused! Diversity means representation of marginalised groups, and a diverse recruitment process should therefore entail hiring employees regardless of their age, race, gender, sexual orientation, socioeconomic background, disability or neurodivergence. Did you know that 85% of Brits enjoy working with international colleagues, with two-thirds of senior business leaders claiming that a diverse workforce positively impacts the culture of their company?
Now, inclusion occurs after the hiring process; it is the active support of these employees within a team. But what does a good support system look like? Good communication, equal opportunity and freedom of thought and expression. Not only this, but a zero tolerance for prejudice and discrimination in the workplace, which is crucial for a happy, healthy, well-functioning team. One of the prime purposes of EDI training is to eradicate discrimination – in both life and work – but unfortunately, it occurs more than you would care to think.
What is EDI Training – and Why Is It Important?
Yes, progress is steadily being made, yet prejudice and discrimination still exists in society, which is then projected onto the workplace. Proactivity and anti-discrimination are the only ways to combat this – and facilitating regular EDI training for your team is a great place to start.
These conversations have amplified since 2020, and are certainly not going to stop gaining momentum.
Equality, Diversity and Inclusion training does what it says on the tin: it helps companies to ensure that they are a diverse and inclusive organisation providing equal opportunities for all. Incorporating such relevant training topics into regular training programmes has two core benefits: providing actionable steps for managers and employees to take, while simultaneously increasing their empathy for colleagues from marginalised groups. Teamwork should involve celebrating each other’s differences, not ostracising one another because of them. Effective DEI training produces a more mindful, empathetic team and a fair, inclusive space for employees to co-exist and collaborate in. Who wouldn’t want this for their company?
EDI Training Topics For Your Team
Next, let’s explore some key topics to include in your EDI training. First, it is important to tackle unconscious bias and microaggressions; these are the forms of discrimination that often fall under the radar at work – and in everyday life. Whilst these actions can often be unintentional, this does not lessen the impact they can have on team members, particularly if they build up over a period of time. It is also our responsibility to take accountability for our actions – and how others perceive them – regardless of intent.
EDI training programmes are a great opportunity to raise awareness of different prejudices – some of which your employees may not even be aware of! Unconscious bias can impact individuals’ behaviour and treatment of others, and there is no time like the present to nip these biases in the bud. For example, unconscious biases may lead to team members treating women differently than men, perhaps assuming that they aren’t as capable of certain tasks – when that isn’t true in the slightest!
Microaggressions, however, are far more overt. They often stem from unconscious biases, and, again, may be subconscious or without malicious intent. This is often due to a lack of education and empathy: people can find it difficult to understand what may be deemed offensive if they haven’t walked in that person’s shoes. Regardless of intention, microaggressions actively contribute to a hostile working environment. For example, racially-motivated microaggressions are still unfortunately prominent today, such as repeated name mispronunciations and inappropriate comments or questions. It is crucial that you educate your team on this topic: what microaggressions are – with key examples – and ways to fix said behaviour.
EDI training also covers the more severe end of the spectrum: where workplace prejudices escalate to bullying and harassment. Studies have shown that a shocking 35% of employees have experienced workplace bullying. It is vitally important that you raise awareness for workplace bullying, and have clear processes in place to combat this. You should stress the disciplinary consequences of bullying and harassment, in addition to having an open-door policy – encouraging victims to come forward, and reassuring them that they have a safe space to share their experiences. Bystander intervention is equally important: you should make it clear that you expect colleagues to report any instances of bullying that they witness at work.
On a more positive note, identity awareness and intentional inclusion are two other important areas to cover. Identity awareness simply involves respecting colleagues’ identities – from their religious and cultural identity to their gender identity. EDI training is a fantastic space for educating and enlightening each other about your differences – this is the beauty of a diverse team, after all! Also, once your team is equipped with this knowledge, you can give them specific guidance on how to practise purposeful inclusion. Intentional inclusion covers everything from accessibility to empathy to inclusive language.
It is also important to stress that whilst we’re only human, it is our responsibility – as individuals and as society – to learn and grow from our mistakes, and facilitate a fairer, safer work environment for all.