These Key Diversity and Inclusion Activities Have Big Payoff
Online preparation for diversity and inclusion fosters goodwill among the workers and ensures mutual respect. But the bottom line of your company will also help them. In this article, we present important online training activities for diversity and inclusion that enhance ROI.
Which Activities Have the Best Return
Online preparation for diversity and inclusion is also obligatory, and for good reason. It allows workers to see things from the point of view of their peers and increases cultural awareness. As such, even though they come from different backgrounds, everyone can work together to achieve shared goals. Online preparation for diversity and inclusion also creates a wide variety of relevant skill sets, from communication to dispute resolution. Last but not least, your online ROI for training can be greatly enhanced. Here are 7 online training activities for diversity and inclusion to mitigate enforcement risks and decrease recruit training costs by maintaining the top talent.
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Use These Activities to Shape Employee Perspective
Invite workers to hold live online training experiences for visitors to share their stories and provide a fresh perspective. This also offers their peers the opportunity in a supportive atmosphere to ask questions and discuss diverse backgrounds. Inquire, for example, about cultural values that can help them interact more effectively with co-workers and clients. Be sure to set certain rules so that everyone can share data without feeling judged or mocked. Furthermore, aim to pick hosts representing a wide variety of cultures and locations so that no one feels left out.
Focus on Diverse Employees for Optimum Engagement
Create branching scenarios that introduce different individuals to staff, such as clients or co-workers that show unusual personality characteristics or come from different regions of the world. One of the best ways to encourage knowledge is to offer the power to connect with virtual characters to corporate learners and hone their skills. They will learn, for instance, what not to say to a client with different views about society than their own. To obtain the best result, they must manage the situation with tact by selecting the right paths for decision-making.
Coaching Programs Using Peer-to-Peer Sessions Work Best
Start a program of peer coaching or mentoring in which workers partner up to help each other develop more cultural understanding. Perform surveys and questionnaires to collect employee background information for the best outcomes. Such as their aspirations, expectations for jobs, and histories. Then pair workers from various backgrounds and levels of experience so that they can discuss new perspectives. That said, to prevent personality clashes, they should have some things in common. They work in the same job role, for example, or are trying to bridge similar skill gaps.
Enhance Interpersonal Relationship with These Scenarios
Real-world simulations that encourage interpersonal skills and allow workers to engage with diverse characters are another great addition to online diversity and inclusion training. Doing so encourages us to see that more than one would think we all have in common. In conditions and environments that are new, simulations often immerse them. For example, with a co-worker from another division that is located halfway around the world, they can “switch places” and communicate with the resources and clients they meet daily. Think of it as a modern version of the exchange program for international students, except for your adult learners who are geographically scattered.
Social Media Has a Role in Diversity Training
Host social media discussions weekly or monthly, where workers can exchange information, feedback, and personal experiences. They can also upload pictures and tools that offer a better idea of their cultural nuances to peers. Such as the traditional wardrobe at the office or how they put their items on the sales floor to showcase. The best forums for culturally diverse interactions are corporate eLearning websites, online discussions, and social media groups. They often provide the ability for workers to question their assumptions. For example, instead of taking the time to explore other walks of life, they find that they have adhered to stereotypes. To avoid online disputes, it’s necessary to set ground rules. Emphasize the idea that the viewpoints of others should be appreciated, even though colleagues do not necessarily agree with their point of view.
Follow Up with Real Life Stories
Incorporate real-life stories into your online training in diversity and inclusion to build an emotional bond with your corporate learners. Encourage us to focus on the obstacles or difficulties overcome by the main character. This gives workers another chance to assess their cognitions and decide if their development is limited by those values or opinions. For example, the story includes a client who, based on where they were raised, has a specific understanding of “customer service”. As such, whether visiting your place or calling the service center, they have distinct standards and etiquette that must be observed. It is difficult to teach staff about all cultures and their standards. These real-world stories, however, make them more empathic and sympathetic to others’ plight (and personality characteristics).
Videos Offer Enhanced Training
Produce demo videos that offer an example to workers that they can follow in real life. As an example, illustrate skills and attitudes that contribute to online preparation for diversity and inclusion. Like listening and interpreting body language effectively to facilitate effective teamwork. In place of real actors, you can also use animated video software to reduce costs and time for production. Make them bite-sized so that workers can answer each D&I compliance issue easily and apply the data immediately. In reality, for on-the-job reference, you might suggest a video library they can use. For example, to avoid offending, before meeting a new foreign co-worker or client.
The most effective online training opportunities for diversity and inclusion are personal. On an emotional level, they talk to workers and encourage them to see things from a different viewpoint. As such, all the online training activities listed above should be custom-tailored to meet their needs. This requires the inclusion of realistic characters, scenarios, and difficulties workers may face in the workplace.
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