Did you know that diversity training is specifically designed to enhance inclusiveness and cultural awareness in the workplace?
In today’s globalized world, organizations are recognizing the importance of diversity and inclusion in creating a thriving and innovative work environment. Diversity training programs have emerged as a powerful tool to dismantle biases and prejudices that hinder the hiring and promotion of individuals from underrepresented groups.
These programs aim to create diverse and inclusive companies where all individuals feel valued, respected, and supported. By uncovering and addressing biases, diversity training helps foster an inclusive culture that celebrates the unique perspectives and experiences brought by individuals from diverse backgrounds.
Key Takeaways:
- Diversity training is specifically designed to enhance inclusiveness and cultural awareness in the workplace.
- These programs aim to uncover and correct biases that hinder the hiring and promotion of individuals from underrepresented groups.
- The goal of diversity training is to create diverse and inclusive companies where all individuals feel valued, respected, and supported.
- Diversity training helps foster an inclusive culture that celebrates the unique perspectives and experiences brought by individuals from diverse backgrounds.
What is a DE&I Training Program?
DE&I (Diversity, Equity, and Inclusion) training programs are designed to address biases that have marginalized certain groups in the workplace. These programs aim to increase empathy and understanding, creating an environment where diversity and inclusion training becomes foundational. By providing employees at all levels with the tools and knowledge to recognize and address biases, DE&I training contributes to a workplace where everyone feels valued, respected, and supported.
DE&I training initiatives can encompass a range of components, tailored to the specific needs of the organization. Some common elements of diversity training programs include:
- Unconscious bias training: This component focuses on raising awareness of unconscious biases and their potential impact on decision-making processes.
- Microaggression awareness: Through this component, employees learn to recognize and understand microaggressions, which are subtle but impactful acts of discrimination or bias.
- Cross-cultural communication: This training helps individuals develop the skills necessary to effectively communicate and collaborate across diverse cultural backgrounds and perspectives.
“DE&I training programs create a space for open dialogue, allowing employees to learn from each other’s experiences and gain a deeper understanding of the challenges faced by underrepresented groups. By fostering a culture of inclusivity, organizations can harness the full potential of their diverse workforce,” says Sarah Thompson, Senior HR Manager at Inclusion Matters.
DE&I training is not a one-time event but an ongoing process that requires continuous effort and commitment. Organizations that prioritize diversity training programs demonstrate their dedication to building a workplace that values diversity and fosters inclusivity. Through these training initiatives, employees develop the necessary skills and knowledge to navigate the complexities of a diverse workforce, creating a stronger and more inclusive organizational culture.
The Importance of DE&I Training
Research has shown that workplace diversity training and diversity and inclusion training have the potential to significantly impact organizations by addressing biases and prejudices that may exist within their workforce. By providing employees with the necessary knowledge and skills, properly designed DE&I training programs can help improve employee morale, customer satisfaction, and bottom-line business success.
DE&I training goes beyond simply checking off diversity boxes. It focuses on creating a culture of inclusivity where all individuals feel valued, respected, and supported. By increasing awareness of different perspectives and experiences, DE&I training can enhance collaboration, strengthen interpersonal skills, and foster a greater sense of value and respect for underrepresented groups in the workplace.
According to Forbes, organizations that prioritize diversity and inclusion training are more likely to attract and retain top talent, as well as drive innovation and creativity. In fact, companies with diverse teams are 33% more likely to outperform their competitors in terms of financial performance.
“Diversity and inclusion training is not just about creating a more equal and fair workplace; it is about challenging the status quo and driving real business impact. Building diverse and inclusive teams not only brings unique perspectives and experiences to the table but also fosters a culture of creativity and innovation that drives success.”
Properly implemented DE&I training can also help organizations overcome unconscious biases and create more equitable opportunities for career growth and advancement. It promotes a more welcoming and inclusive environment where employees from all backgrounds can thrive and contribute to the organization’s success.
By investing in workplace diversity training and diversity and inclusion training, organizations demonstrate their commitment to creating a more equitable and inclusive work environment. These training programs not only benefit individual employees but also contribute to the overall success and sustainability of the organization.
Pitfalls of DE&I Training
While diversity training workshops, diversity training courses, diversity training for employees, diversity training for managers, and diversity training seminars can have many benefits, it is important to be aware of potential pitfalls. Poorly designed or executed training programs have the potential to reinforce stereotypes and create division rather than fostering inclusivity.
Approaching diversity training responsibly is crucial to ensure that it aligns with the goals and values of the organization. Here are some common pitfalls to avoid:
- Superficial Training: Diversity training that only scratches the surface can lead to a lack of understanding or awareness. It is important to go beyond surface-level discussions and address the complex issues surrounding diversity and inclusion in the workplace.
- One-time Events: Diversity training should not be treated as a one-time event. A single workshop or seminar is not enough to drive long-term change. Regular and ongoing training initiatives are essential to reinforce the principles of diversity and inclusion.
- Failure to Address Unconscious Bias: Unconscious bias plays a significant role in perpetuating inequality and exclusion. Diversity training should include a focus on identifying and addressing unconscious bias to create a more inclusive environment.
- Lack of Leadership Commitment: The success of diversity training relies heavily on the commitment and involvement of leadership. Without visible support from leaders, efforts to create an inclusive culture may not be taken seriously by employees.
- Ignoring Intersectionality: Diversity extends beyond race and gender. It is important to recognize and address the intersectionality of various identities such as race, gender, sexual orientation, disability, and more. Failure to do so can perpetuate exclusion and marginalization.
To ensure the effectiveness of diversity training workshops, diversity training courses, diversity training for employees, diversity training for managers, and diversity training seminars, organizations must be mindful of these potential pitfalls and take proactive steps to mitigate them. By avoiding these pitfalls, organizations can create a more inclusive and supportive workplace culture.
Best Practices for DE&I Training
Implementing workplace diversity training and DE&I training programs requires following specific best practices to ensure their effectiveness. By incorporating these practices, organizations can create inclusive environments that foster cultural awareness and promote equality.
Develop a Clear Understanding of DE&I Training
Prior to implementing DE&I training, it’s essential to have a clear understanding of its purpose and objectives. Define what diversity means within the organization and identify the specific areas of focus for the training program. This understanding lays the foundation for designing training content that aligns with the company’s mission and values.
Tie DE&I Training to the Company’s Mission and Values
To create a meaningful impact, DE&I training should be linked to the organization’s mission and values. By demonstrating a connection between diversity and inclusion efforts and the overall objectives of the company, employees are more likely to understand the importance of the training and embrace its principles in their day-to-day work.
Address a Range of Issues
Effective DE&I training programs should address a range of issues related to workplace diversity. This includes exploring unconscious bias, promoting cross-cultural communication, understanding privilege, and fostering an inclusive environment for individuals from all backgrounds. By covering these issues comprehensively, organizations can facilitate a more inclusive and respectful workplace culture.
Extend DE&I Training Over Time
DE&I training should not be a one-time event; instead, it should be extended over time. This ongoing commitment helps reinforce the principles and behaviors associated with diversity and inclusion. By integrating DE&I training into daily work activities, organizations can ensure that the impact of the training is sustained and ingrained in the company’s culture.
Tailor DE&I Training to Specific Organizational Needs
Every organization is unique, and so are its diversity and inclusion challenges. Tailoring DE&I training programs to address specific organizational needs ensures that the training resonates with employees and addresses the specific gaps or biases prevalent within the company. Conducting a thorough assessment and utilizing data-driven insights can help customize the training for maximum effectiveness.
Incorporate Interactive Learning Methods
DE&I training programs should incorporate interactive learning methods to engage participants and encourage active participation. These methods could include group discussions, case studies, role plays, and interactive exercises. By actively involving employees in the learning process, organizations can increase the effectiveness of DE&I training.
Provide Ongoing Support and Resources
Supporting DE&I training with ongoing resources is crucial to ensure that employees continue their learning journey beyond the training sessions. These resources could include articles, books, videos, and online courses that promote further understanding of diversity and inclusion topics. By providing continuous support, organizations can create a culture of learning and growth.
“DE&I training programs should align with the company’s mission and values, address a range of issues, and be extended over time to have a lasting impact on the organization’s culture.”
Key Takeaways:
- Develop a clear understanding of DE&I training and its objectives.
- Tie DE&I training to the company’s mission and values.
- Address a range of issues, including unconscious bias and cross-cultural communication.
- Extend DE&I training over time to reinforce diversity and inclusion principles.
- Tailor DE&I training to the specific needs of the organization.
- Incorporate interactive learning methods to engage participants.
- Provide ongoing support and resources to promote continuous learning.
The Benefits of Diversity Training
Diversity training offers a wide range of benefits for organizations, promoting a more inclusive and equitable workplace environment. By fostering diversity and inclusivity, companies can enhance employee engagement, well-being, commitment, and retention.
Employee Engagement and Well-being: Diversity training encourages employees to value and respect one another’s differences, creating an atmosphere of acceptance and mutual support. This inclusive culture fosters higher levels of engagement among employees, leading to increased job satisfaction, productivity, and overall well-being.
Business Outcomes: Organizations that prioritize diversity and inclusivity are more likely to achieve better business outcomes. By embracing a diverse workforce, companies can tap into a wider range of perspectives, ideas, and experiences, driving innovation and agility. Studies have shown that diverse teams are more likely to meet or exceed financial targets and outperform their competitors.
Workplace Gender Gap: Diversity training plays a crucial role in closing the workplace gender gap. By raising awareness of gender biases, promoting inclusive leadership, and fostering equal opportunities, diversity training helps create a level playing field for all employees. This not only benefits individual career development but also contributes to a more equitable and diverse representation in leadership roles.
Creativity and Innovation: Embracing diversity cultivates an environment where creativity and innovation can thrive. When individuals with diverse perspectives and backgrounds come together, they bring unique insights and solutions to challenges. Diversity training encourages collaboration and open-mindedness, sparking creativity and driving innovation within the organization.
Extending and Maintaining Diversity Training
To maximize the effectiveness of a diversity training program, it is essential to extend the training over an extended period rather than treating it as a one-time event. Ingraining diversity and inclusion into the fabric of the company requires continual learning experiences, celebrations, and mentorship opportunities. Ongoing reinforcement of diversity training ensures positive behavior reinforcement and cultivates an inclusive workplace culture.
Extending diversity training beyond a single session allows employees to engage with the concepts and practices on a deeper level. It provides them with the time and opportunity to reflect, internalize, and apply what they have learned. By incorporating diversity and inclusion into everyday work experiences and interactions, organizations create a more inclusive environment where employees feel valued and supported.
Prolonged Learning Experiences
One way to extend diversity training is through prolonged learning experiences. These may include follow-up workshops or seminars on specific diversity topics, periodic discussions, or online courses. By offering ongoing learning opportunities, organizations allow employees to further develop their understanding and skills in diversity and inclusion.
For example, companies can provide additional training on unconscious bias or cultural competence to deepen employees’ knowledge and awareness. These extended learning experiences enable employees to continue building their cultural competency and adapt their behaviors and practices within a diverse workplace environment.
Celebrations of Diversity and Inclusion
Another way to reinforce diversity training is through celebrations of diversity and inclusion. This can involve acknowledging and appreciating different cultures, traditions, and identities within the organization. Celebratory events can include cultural heritage months, diversity days, or employee-led initiatives that promote a welcoming and inclusive atmosphere.
By recognizing and celebrating diversity, organizations demonstrate their commitment to fostering an inclusive workplace culture. Celebrations create a sense of belonging and allow employees to express their authentic selves, contributing to a more positive and supportive work environment.
Mentorship Opportunities
Mentorship programs can also play a significant role in extending and maintaining diversity training. Pairing employees from underrepresented groups with mentors who have experience navigating the organization can provide guidance, support, and opportunities for growth. Mentors can serve as role models, offering insights into their own experiences and helping mentees navigate potential challenges.
This mentorship approach enhances the integration of diversity training principles and fosters inclusive relationships within the workplace. It creates a supportive network where individuals from underrepresented groups can thrive and contribute to the organization’s overall success.
By extending and maintaining diversity training through continuous learning experiences, celebrations of diversity, and mentorship opportunities, organizations can achieve lasting cultural change. These efforts create an inclusive workplace culture where every employee feels valued, respected, and supported. The integration of diversity and inclusion principles into the fabric of the organization promotes collaboration, innovation, and overall business success.
Tailoring Diversity Training to Your Organization
Every organization is unique, and diversity training should be customized to meet its specific needs and objectives. To ensure the effectiveness of diversity training, it is important to conduct a thorough assessment of the organization, gather relevant data, and seek outside assistance if necessary. By tailoring diversity training, organizations can create a program that resonates with their workforce and addresses their specific challenges.
Utilizing real-life examples during the training sessions can help employees better understand the significance of diversity and inclusion. These examples can highlight the positive impact that diversity has on workplace culture, productivity, and innovation. By showcasing tangible success stories, employees can see how diversity training applies directly to their roles and responsibilities, fostering a sense of buy-in and engagement.
It is also essential for diversity training programs to address any unresolved workplace conflicts. By encouraging open and honest conversations, training sessions can provide a safe space for employees to express their concerns and explore collaborative solutions. This process not only helps resolve conflicts but also builds trust and understanding among colleagues from different backgrounds.
| Benefits of Tailoring Diversity Training: |
|---|
| Alignment with Company’s Mission, Values, and Culture: Tailored diversity training ensures that the material reflects and supports the organization’s core values and culture, enhancing its overall impact. |
| Relevance to Specific Challenges: Customized training programs can target specific challenges faced by the organization, allowing employees to develop skills that directly address those challenges. |
| Increased Engagement and Participation: Personalized training content and delivery methods increase employee engagement and encourage active participation, leading to a more impactful training experience. |
| Boosted Retention and Application of Knowledge: Tailored training programs increase the likelihood that employees will retain and apply the knowledge and skills gained, resulting in long-term behavioral change. |
By tailoring diversity training to the organization’s specific needs, companies can create a more inclusive and equitable workplace that embraces diversity, fosters collaboration, and drives innovation.
The ROI of Diversity Training
Investing in workplace diversity training can have a profound impact on your organization’s success and bottom line. Not only does it foster a diverse workforce, but it also improves employee engagement, retention, attraction of talent, performance, profitability, and innovation. Research has shown that companies with higher levels of diversity generate more sales revenue and outperform their competitors.
According to a Forbes article on increasing the ROI of diversity and inclusion training, diversity training courses contribute to creating a culture of inclusivity, which boosts employee morale and satisfaction. By addressing biases and promoting a fair and equitable workplace, diversity training helps create an environment where all employees feel valued, respected, and supported. This positive work environment leads to increased productivity and higher employee retention rates.
Moreover, diversity training helps attract top talent from diverse backgrounds who are seeking inclusive work environments. In today’s competitive job market, prospective employees are actively seeking companies that prioritize diversity and inclusion. By investing in diversity training programs, organizations can attract and retain a diverse pool of talented individuals.
Furthermore, diversity training fosters creativity and innovation. When employees from diverse backgrounds come together, they bring diverse perspectives, experiences, and ideas to the table. This diversity of thought leads to more robust problem-solving, innovation, and creativity within the organization.
“Diversity is not only a moral imperative, but it is also a business imperative. The benefits of diversity training extend far beyond compliance; they create opportunities for growth, innovation, and enhanced business performance.” – Forbes
The return on investment in diversity training is not limited to internal benefits. It also positively impacts an organization’s reputation and brand image. Companies that prioritize diversity and inclusion are more likely to attract a diverse customer base, leading to increased customer loyalty and satisfaction.
In conclusion, workplace diversity training courses contribute to creating a diverse and inclusive workforce, which in turn improves employee engagement, attraction of talent, performance, profitability, and innovation. By investing in diversity training, organizations can foster a culture of inclusivity and reap the many benefits that come with having a diverse workforce.
The Types of Diversity Training
Diversity training plays a vital role in creating inclusive and equitable workplaces. There are various types of diversity training programs available, each targeting specific aspects of diversity and inclusion. By implementing these programs, organizations can foster a culture of respect, understanding, and equality. Let’s explore some common types of diversity training:
1. Unconscious Bias Training
Unconscious bias refers to the implicit biases and stereotypes that affect our judgment and decision-making processes. This training aims to raise awareness about unconscious biases and provide strategies to mitigate their impact. It helps employees recognize and challenge their biases, promoting fair treatment and equal opportunities for all individuals in the workplace.
2. Cultural Competence Training
Cultural competence training focuses on developing knowledge, skills, and attitudes that enable individuals to effectively interact and work in diverse environments. This training helps employees understand different cultural perspectives, norms, and values. It emphasizes the importance of cultural sensitivity, communication, and collaboration to build inclusive workplaces.
3. Gender Equality Training
Gender equality training addresses issues related to gender bias, stereotypes, and inequality. It aims to create awareness about the challenges faced by individuals of all genders and promotes equal opportunities and treatment in the workplace. This training explores topics such as gender roles, unconscious biases, and strategies for creating a gender-inclusive work environment.
4. LGBTQ+ Inclusivity Training
LGBTQ+ inclusivity training focuses on promoting inclusivity and acceptance of lesbian, gay, bisexual, transgender, and queer individuals. It aims to create a safe and supportive workplace for LGBTQ+ employees by addressing biases, fostering understanding, and promoting LGBTQ+ rights. This training can help reduce discrimination and create a more inclusive work environment for all.
5. Disability Awareness Training
Disability awareness training aims to promote understanding and inclusivity for individuals with disabilities. It helps employees develop empathy, challenge stereotypes, and learn how to create accessible work environments. This training may cover topics like reasonable accommodations, inclusive language, and fostering a disability-inclusive culture.
6. Generational Diversity Training
Generational diversity training focuses on understanding and bridging the generational gaps that exist in the workplace. It explores the different perspectives, preferences, and communication styles of different generations, such as Baby Boomers, Gen X, Millennials, and Gen Z. This training helps foster collaboration and understanding among employees of different age groups.
| Type of Diversity Training | Description |
|---|---|
| Unconscious Bias Training | Raises awareness about unconscious biases and provides strategies to mitigate their impact. |
| Cultural Competence Training | Develops knowledge, skills, and attitudes to effectively interact and work in diverse environments. |
| Gender Equality Training | Addresses gender bias, stereotypes, and promotes equal opportunities in the workplace. |
| LGBTQ+ Inclusivity Training | Promotes inclusivity and acceptance of LGBTQ+ individuals in the workplace. |
| Disability Awareness Training | Promotes understanding and inclusion for individuals with disabilities. |
| Generational Diversity Training | Explores and bridges generational gaps in the workplace. |
Implementing a combination of these diversity training programs can help organizations create an inclusive and equitable work environment, where individuals from all backgrounds feel valued and supported. The specific types of training to prioritize will depend on the organization’s unique needs, objectives, and workforce composition.
Developing an Effective Diversity Training Program
Creating an effective diversity training program requires careful planning and consideration. By following a series of critical steps, organizations can develop a program that promotes diversity and inclusion in the workplace. The key steps in developing an effective diversity training program include:
- Defining Training Objectives: Clearly identify the goals and objectives of the training program. Consider the specific areas of diversity and inclusion that need to be addressed, such as unconscious bias, cultural competence, or gender equality.
- Obtaining Buy-In from Leadership: Gain support and involvement from senior leaders within the organization. Their commitment will help ensure that the training program is prioritized and integrated into the overall company strategy.
- Conducting a Needs Assessment: Assess the organization’s current state of diversity and inclusion. Engage employees and collect data to determine the areas that require improvement and the specific training needs of different departments or teams.
- Customizing the Training Content: Tailor the training content to address the specific needs and challenges identified in the needs assessment. Develop scenarios, case studies, and interactive exercises that are relevant to the organization’s context and workforce.
- Selecting the Right Delivery Method: Determine the most effective delivery method for the training program. This may include in-person workshops, online modules, or a combination of both. Consider factors such as the organization’s size, budget, and geographical distribution of employees.
- Engaging Skilled Trainers: Ensure that trainers delivering the program have the necessary knowledge, skills, and expertise in diversity and inclusion. Trainers who can foster an inclusive and safe learning environment will help participants feel comfortable discussing sensitive topics.
- Creating a Safe Learning Environment: Foster an atmosphere of respect and open dialogue throughout the training program. Encourage participants to share their experiences, ask questions, and challenge assumptions. This will promote learning and enhance the effectiveness of the training.
- Encouraging Ongoing Learning: Recognize that diversity training is a continuous process. Provide resources and opportunities for employees to continue learning about diversity and inclusion beyond the initial training program. This can include book clubs, discussion groups, or access to online learning platforms.
- Monitoring and Evaluating the Training: Regularly assess the effectiveness of the training program. Gather feedback from participants and analyze key metrics, such as changes in behavior or attitudes. Use this data to make necessary adjustments and improvements to the program.
- Implementing Follow-Up Training Initiatives: Plan for follow-up training initiatives to reinforce the concepts and skills introduced in the initial training. This could include refresher courses, advanced training modules, or specialized workshops based on employee feedback and ongoing organizational needs.
By following these steps, organizations can develop an effective diversity training program that fosters inclusivity, addresses biases, and promotes cultural awareness in the workplace. Implementing such a program is essential in creating a diverse and inclusive work environment where all employees feel valued, respected, and supported.
For more information on diversity training in the workplace, visit https://www.extension.psu.edu/diversity-training-in-the-workplace.
Conclusion
Diversity training programs play a crucial role in fostering inclusivity and cultural awareness in the workplace. By implementing effective workplace diversity training, organizations can create an environment where every employee feels valued, respected, and supported. These programs not only benefit individuals but also contribute to the overall success of the organization.
Through diversity training, organizations can enhance employee engagement and retention, attract top talent, improve performance, increase profitability, and foster innovation. A diverse and inclusive workplace culture drives positive outcomes and helps companies stay competitive in today’s global market.
Workplace diversity training is a powerful tool that promotes equality, breaks down barriers, and addresses biases and prejudices. It creates a foundation for a harmonious and productive work environment, where all employees have equal opportunities to thrive and contribute to the organization’s success. Investing in diversity training programs is an investment in the future of the company and the well-being of its employees.
FAQ
What is diversity training?
Diversity training is a program specifically designed to enhance inclusiveness and cultural awareness in the workplace. It aims to uncover and correct biases or prejudices that have hindered the hiring and promotion of individuals from underrepresented groups.
What is a DE&I training program?
DE&I (Diversity, Equity, and Inclusion) training programs teach employees at all levels to recognize and address biases that have marginalized certain groups in the workplace. These programs aim to increase empathy, understanding, and create an environment where everyone feels equal opportunities and valued.
Why is DE&I training important?
DE&I training is important because it can improve employee morale, customer satisfaction, and bottom-line business success. It can also enhance collaboration, interpersonal skills, and the sense of value and respect for underrepresented groups in the workplace.
What are the potential pitfalls of DE&I training?
Poorly designed or executed DE&I training programs can reinforce stereotypes and create division. It is important to approach DE&I training responsibly and ensure that it aligns with the organization’s goals and values.
What are the best practices for DE&I training?
Best practices for DE&I training include developing a clear understanding of its objectives, tying it to the company’s mission and values, and addressing issues such as unconscious bias and cross-cultural communication. DE&I training should be extended over time, ingrained into the company’s culture, and tailored to its specific needs.
What are the benefits of diversity training?
Diversity training can enhance employee engagement, well-being, commitment, and retention. It can also improve business outcomes, innovation, and meet financial targets. Additionally, it can help to close the workplace gender gap and increase creativity and innovation within the company.
How do you extend and maintain diversity training?
To maximize the effectiveness of diversity training, it should be extended over an extended period rather than being a one-time event. Ongoing reinforcement through continual learning experiences, celebrations, and mentorship opportunities helps create a culture of inclusivity.
How do you tailor diversity training to your organization?
Diversity training should be tailored to specific needs and objectives. Conducting a thorough assessment of the organization, gathering data, and utilizing outside help if necessary are important steps. Tailored diversity training should address unresolved workplace conflicts and align with the organization’s mission, values, and culture.
What is the ROI of diversity training?
Investing in diversity training can improve employee engagement, retention, attraction of talent, performance, profitability, and innovation. Companies with higher levels of diversity have been shown to generate more sales revenue and outperform their competitors.
What are the types of diversity training?
Common types of diversity training include unconscious bias training, cultural competence training, gender equality training, LGBTQ+ inclusivity training, disability awareness training, and generational diversity training. These different types of training address specific aspects of diversity and inclusion.
How do you develop an effective diversity training program?
Developing an effective diversity training program involves defining objectives, obtaining buy-in from leadership, conducting a needs assessment, customizing content, selecting the right delivery method, engaging skilled trainers, creating a safe learning environment, encouraging ongoing learning, monitoring and evaluating, and implementing follow-up training initiatives.
Why is diversity training important in the workplace?
Diversity training is crucial for fostering inclusivity and cultural awareness in the workplace. By implementing effective diversity training programs, organizations can create an environment where everyone feels valued, respected, and supported. Diversity training benefits the organization by enhancing employee engagement, retention, attraction of talent, performance, profitability, and innovation.
