Creating a working environment of diversity, equity and inclusion is the aim of many companies, however, it is a very difficult undertaking. This is especially true for a business where the goals and objectives don’t include making a profit. Unfortunately, DEI training for nonprofits is no easy task. Without it, a great deal of time may be spent trying to deal with internal conflicts taking away the valuable time that you need to implement your mission. On the other hand, training is expensive and when you’re pouring all your money into your community, there’s not a lot to spare on training courses. As a nonprofit, you undoubtedly rely heavily on fundraising and digital marketing while you also must deal with the demands of keeping up with business practice standards. Training costs can become a burden that you struggle to bear, even to the point where you consider compromising on the level of training you offer your staff.
What can you do to deal with this dilemma?
Fortunately, there are options. There are some education sites out there offering an “All Access Pass” for nonprofit training. These corporations are dedicated to making training more accessible for organizations within the nonprofit sector, allowing access to hours of webinars, live virtual courses, and even an on-demand library of topics. Similarly, other institutes are offering training for leaders to become qualified diversity coaches, meaning you can become the trainer your team needs to tackle the issues related to diversity and equality.
Why does a nonprofit organization need DEI training anyway?
It’s the responsibility of all companies to drive diversity, equity, and inclusion in the workplace and nonprofits are no different. Research strongly suggests that a diverse workplace can enhance decision-making, improve innovation, and encourage greater creativity and enthusiasm. Your mission is the focus of your non-profit, so by involving staff members that come from a variety of backgrounds they will each bring their own unique perspective which will add to the value of your team. At the same time despite being united with this common goal as a non-profit you are not immune to the prejudices that may lurk beneath the surface and prevent you from reaching your objectives. Besides encouraging a workforce of diversity, it’s essential that every member of that workforce is equally respected, valued and heard. If this isn’t happening in your non-profit right now, you need to get on and get training!
Across all industries, there is a worrying lack of DEI training available. While most organisations claim to offer some sort of diversity training, a staggering 80 per cent of companies recently surveyed are simply going through the motions. When the leaders aren’t invested, neither are the employees and the results are going to be seriously inhibited.
How can you make DEI training work for your company?
- Keep the goal in mind. Build DEI training on a strong foundation, focused on the objective of creating a better work environment. Impress on people the meaning and purpose of the training and it’s more likely to make an impact. Not everyone will respond to the same message but look for ways to appeal to the individuals in your team, so they are motivated personally to improve.
- Make it official and take it seriously. Don’t let DEI training become optional or sporadic. Set a time frame, create a curriculum, and stick to it. This will take some determination and dedication on your part but it’s essential for it to succeed.
- Get the bosses involved. Without the full support and participation of the leaders of the organisation, any program or idea won’t be viewed with the priority it deserves and requires.
- Commend excellence. When it comes to learning, recognition and reinforcement are highly beneficial. Recognise the members of your team that are excelling and praise those whom you see actively working for diversity and inclusion. Make these examples to others to give your DEI training a real-life edge.
- Be self-aware. Make the training personal to the business, including the history of DEI in the organization. If mistakes have been made in the workplace, acknowledge them. Honesty and transparency will only add to the value of what you are trying to convey. Brushing past errors in judgment under the carpet won’t satisfy your workers. Allow them to see the progress that has been made to motivate them to continue in the same forward motion of improvement.
- Stay connected with what goes on in your team. Survey frequently to see if and how DEI is making any changes. Ask for feedback so you know what areas need improvement and which aspects are working well. Find out what kind of experiences in relation to diversity and inclusion your workers have experienced. Be aware of their struggles and be quick to respond to their criticism. Consider different types of training to eliminate bias, such as gender bias training.
- Make it worth your staff members’ while. Reward participation and command involvement. It shows that you value the time and effort of your employees and that you appreciate the work they are putting in to create a unified, unbiased work environment. Don’t just say how much you appreciate the participation – show it. With this positive reinforcement, your employees are far more likely to engage with the program and work on improving their awareness of the big issues raised.
Don’t wait until for HR disaster to motivate you to act regarding issues of diversity, equity and inclusion. Take the initiative to start training now and your efforts will be seen in a far more favourable, sincere light. Stay relevant, stay on topic, and stay personal. When you are convinced of the value of DEI training, so will your team members. And with the resources available today, even nonprofits can benefit from DEI training. With a happier, more unified workforce, you’re going to be able to make the big differences that you have the objective of doing. Prejudice and disunity won’t get in the way of your effort to bring change.