{"id":33385,"date":"2022-04-05T15:52:14","date_gmt":"2022-04-05T19:52:14","guid":{"rendered":"https:\/\/stagingweb.trainingindustry.com\/?post_type=wiki&p=33385"},"modified":"2026-04-07T12:05:32","modified_gmt":"2026-04-07T16:05:32","slug":"diversity-equity-and-inclusion-dei","status":"publish","type":"wiki","link":"https:\/\/trainingindustry.com\/wiki\/diversity-equity-and-inclusion\/diversity-equity-and-inclusion-dei\/","title":{"rendered":"Diversity, Equity and Inclusion (DEI)"},"featured_media":33386,"template":"","tags":[2452,688,2654,3663,1893,5228,2310],"class_list":["post-33385","wiki","type-wiki","status-publish","has-post-thumbnail","hentry","tag-di","tag-diversity","tag-diversity-and-inclusion","tag-equity","tag-inclusion","tag-racial-bias-training","tag-unconscious-bias","global_topic_tax-diversity-equity-and-inclusion"],"acf":{"sponsored":false,"gated":false,"gated_content_type":"file","file_attachment":"","gated_content":"","form_instruction_header":"","pardot_html_embed":"[hubspot type=\"form\" portal=\"47185625\" id=\"043c9eb9-78eb-4bd3-8928-ec9565af221e\" version=\"v4\"]","custom_dfp_keywords":"","wiki_date":null,"excerpt":"Diversity, equity and inclusion (DEI) is a term used to describe programs and policies that encourage representation and participation of diverse groups of people.","wiki_sections":[{"heading":"","content":"\"group\r\n

What is Diversity, Equity and Inclusion (DEI)?<\/h2>\r\nDiversity, equity and inclusion (DEI) is a term used to describe programs and policies that encourage representation and participation of diverse groups of people, including people of different genders, races and ethnicities, abilities and disabilities, religions, cultures, ages, sexual orientations and people with diverse backgrounds, experiences, skills and expertise. It is an expansion of the term \u201cdiversity and inclusion\u201d (D&I) to reflect the growing focus on equity in organizations. DEI is not just a \u201cfeel-good\u201d initiative. Research has found that having diverse viewpoints at all levels of an organization improves financial results, organizational and team performance, innovation and other areas of the business.<\/span>\u00a0<\/span>\r\n\r\nThe terms \u201cdiversity\u201d and \u201cinclusion\u201d are often confused, but they are two parts of a whole strategy. Many DEI experts describe diversity as being \u201cinvited to a dance\u201d and inclusion as \u201cbeing asked to dance.\u201d In other words, an organization can have a diverse workforce, but if those employees\u2019 voices aren\u2019t heard and their perspectives aren\u2019t included in business strategy, the business won\u2019t benefit from their diverse perspectives and ideas. More importantly, employees from diverse backgrounds won\u2019t receive the support they need to thrive in their roles.<\/span>\u00a0<\/span>\r\n
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DEI in the Workplace<\/h2>\r\nThe first step in driving DEI is ensuring that a company\u2019s workforce is diverse and representative of its culture and customer base. After recruitment, though, learning and development (L&D) leaders play a key role in creating an inclusive organizational culture. For example, research from the Center for Talent Innovation has found that inclusive leadership and clear career paths are two \u201clevers that drive inclusion.\u201d Leadership training and performance management are both areas where L&D can make a major impact in driving equitable work for all. <\/span>\u00a0<\/span>\r\n\r\nDiversity training<\/a>, when done well, can also make a difference. Training employees who have co-workers with disabilities, for example, can help them work well together and help the individuals with disabilities succeed. Gender diversity training that drives awareness of the barriers women face at work will ultimately create male allies who champion their success. <\/span>\u00a0<\/span>\r\n\r\nOverall, continuous rather than one-time DEI training initiatives will help reduce <\/span>unconscious bias<\/span><\/a> and ensure that organizations make DEI an ongoing priority rather than a reaction to societal events or workplace incidents. \u00a0<\/span>\u00a0<\/span>\r\n

Measuring DEI<\/h2>\r\nEstablish DEI success metrics for your organization. What is the approximate ratio of men to women, races to races, \u201cabled\u201d to disabled, etc., that will make your organization diverse at each level of the workforce? What are the retention levels of diverse groups of employees? Track your employee satisfaction scores, as well as customer satisfaction. Are you known among your customer base as an inclusive organization?<\/span> \u00a0<\/span>\r\n\r\nOnce your DEI program has been in place for some time, have you seen improvements in these areas? What about in strategic business goals? Has your company\u2019s revenue increased? These are all important data points to measure and report on.<\/span>\u00a0<\/span>\r\n\r\nBy recruiting diverse talent, building an inclusive culture that supports them, making a continuous commitment to DEI training and measuring results, your organization is well-equipped to drive an equitable workplace in which <\/span>all <\/span><\/i>employees can thrive. \u00a0<\/span>\u00a0<\/span>\r\n\r\nRelated Content:\u00a0<\/strong>\r\n