8 Common Reasons Why Diversity And Inclusion Online Training Fails
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Why Diversity And Inclusion Online Training Fails And How To Reverse This

Diversity and inclusion online training fosters an all-inclusive workplace where every employee feels respected and valued. It enables them to see things from a different perspective and move beyond limiting beliefs. Given that so many organizations employ remote workers from all walks of life, D&I online training is an essential part of any compliance program. Here are 8 possible explanations for why diversity and inclusion online training fails and tips to achieve harmony among your global workforce.

1. Managers Aren’t Actively Promoting The Online Training Course

Managers understand the importance of diversity and inclusion online training. However, they don’t know how to advocate it to their subordinates or they simply don’t have the time or resources to do so. Ensure that your team leaders are kept in the loop and provide support tools so that they can promote your D&I online training. For example, set up a social media group or online discussion where they can share tips and resource links online. Your managers must be able to navigate the platform and made fully aware of the practical benefits in order to market your online training course internally.

2. Online Training Content Lacks Personal Relevance

Employees are often aware of the D&I policies in place but aren’t sure how they apply to their job duties or departments. In other words, the diversity and inclusion online training doesn’t have any personal relevance. You must emphasize how diversity and inclusion online training translates in the real world, and the benefits it brings to your organization. For example, how customer service employees can utilize their new knowledge and skills to improve customer satisfaction scores or relate more effectively to their coworkers in order to create a more productive work environment.

3. Lack Of Employee Input

Your eLearning team has all the theoretical knowledge on hand. They know which protocols they must enforce through the diversity and inclusion online training. The issue is that you’ve forgotten a pivotal piece of the puzzle: employee involvement. Employees are in a unique position to share experiences and insights that can help you develop more profound online training content. For example, they’ve been offended by a remark made by one of their peers. They can also shed light on aspects of your current online training strategy that are missing the mark, such as online training activities that are outdated or could use more interactivity.

4. Ineffective Support System

Another component that’s often overlooked in diversity and inclusion online training is ongoing support. Employees simply don’t have a way to express their concerns or ask questions regarding the online training course, or even discuss work-related incidents that make them feel slighted or isolated. This requires a two-pronged support approach. The first is to set up a more public online discussion where they can voice their opinions and gather peer input, such as a social media group or discussion board. The next step is creating a more private platform for those who don’t feel comfortable sharing in a public space. For instance, a contact form where they can address their issues anonymously or even set up a one-on-one meeting with their manager.

5. Failure To Conduct A Training Needs Analysis Beforehand

You’ve jumped headfirst into creating your new diversity and inclusion online training course without identifying gaps in your current online training strategy. The first step in developing fresh online training content is to conduct a Training Needs Analysis to pinpoint areas for improvement so that you don’t repeat the same mistakes. For example, your current eLearning course design is text-heavy, which not only bores employees to tears but contributes to cognitive overload. You should also take a closer look at your learning objectives and goals to ensure they’re still relevant and align with employee/organizational needs.

6. Negative Public Perception

One of the most common reasons why diversity and inclusion online training courses fail is negative perception due to past compliance experiences. The second your employees hear the word "mandatory," they think of long and boring online training courses they’ve been made to endure. Some might even feel as though they’re being punished or judged. That they’ve made a mistake on the job and are being forced to participate in D&I online training. As such, you need to turn this perception around by highlighting the benefits and engaging employees on a personal level. Include serious games and humorous personal anecdotes that lighten the mood without making D&I online training a joke. You must still stress the seriousness of maintaining compliance and respecting others’ viewpoints.

7. No Follow-Up Training

You include a brief diversity and inclusion module in your onboarding online training. You may even take it a step further and offer a yearly refresher activity, but you must reinforce D&I knowledge continually to improve memory retention. Include diversity and inclusion online training activities in your microlearning support library. Host monthly events to share new information and remind employees of the core policies. Follow-up is a crucial component of an effective diversity and inclusion online training program.

8. Assessment-Heavy, Application-Light

Employees have passed the final exam upon the completion of the diversity and inclusion online training. But do they really know what it all means or how it applies in the real world? Many organizations make the grave mistake of having D&I online training programs that are assessment-heavy but don’t facilitate practical application. Employees may have memorized all the concepts, but they still make others feel uncomfortable or excluded in the workplace. For this reason, you must give them ample opportunity to apply what they’ve learned through simulations, branching scenarios, and other interactive activities.

There are numerous culprits for diversity and inclusion online training failure. The first step to create more effective compliance online training courses for your team is to diagnose the problem that plagues your organization. Gather employee feedback, evaluate LMS metrics, and assess employees to see where the issues reside. Then develop a plan of action to personalize online training content and facilitate knowledge retention.

Are your geographically dispersed employees getting the personalized attention they deserve? Read the article 7 Tips To Develop Personalized Online Training For A Global Audience to discover 7 tips you should consider that will help you develop personalized online training for a global audience.

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