Why You Need To Align Online Diversity And Inclusion Training With Your Corporate Strategy

diversity and inclusion training

To be effective, online diversity and inclusion training needs to align with your organisation’s vision and future. In the absence of this, you will have learning solutions that are at odds with your underlying strategies, company culture and growth objectives. 

Online diversity training must also focus on getting results and not just on imparting information and insights. Fortunately, when planned well, integrating learning with strategy and culture is much easier and more effective.

The clearer the synchronisation between your strategic vision and organisational culture, the easier it is to empower leaders to execute your DEI programmes.

Leaders can connect the dots more easily, understand and undertake their role in modelling and supporting teams across various values, practices and behaviours that are required beyond training interventions. Online diversity and inclusion training, therefore, is key to a holistic approach to organisational transformation. 

  • Progress on diversity and inclusion will never be effective if it is ad hoc and not part of a bigger, more compelling story.
  • Eliminate compartmentalisation in your approach
  • A degree of customisation in online diversity and inclusion training is necessary to achieve this alignment. 

Unique aspects of an organisation’s strategy and culture can be incorporated into online diversity and inclusion training. Important messages on your DEI policies, commercial strategy and cultural evolution need to be woven into programmes to ensure the right outcomes.

Online diversity training also provides a vehicle for improving communication on strategy and culture. Everyone can get involved in discussions and knowledge sharing that will crystalise goals and objectives, raising important issues and challenges that act as barriers to success, which need to be addressed. The right strategies and commitments can then be formulated and refined. Any textbook on corporate strategy and cultural change will highlight the fact that there can never be too much communication or education on these aspects.

The most thrilling part about online diversity and inclusivity training is that it speaks to people about the fact that their companies don’t only care about profit. It underscores the fact that you recognise that strategy falls flat without connecting people with the right objectives and a higher purpose. 

There is plenty of mutual interest placed front and centre when it comes to online diversity training, which makes it clear that the leadership understands that the commercial aspects of the organisation are very dependent on the happiness, goodwill and engagement of people at work.

With the investment in online diversity and inclusion training, particularly in tough economic times, there’s no room for doubt that your team’s satisfaction is important to you. 

This establishes goodwill and will strengthen your relationships. After investment in online diversity training, it’s much harder for the stereotypical “them-vs-us” perspective to exist within your culture.

  • Enhance transparency through DEI learning
  • Transparency is critical to online diversity and inclusivity training. 

This is because everyone needs to be upfront about the reasons why things are the way they are, making it easier to transition into why this is no longer okay. 

This aspect of online diversity training supports its extension further into your organisation. Strategic progress and cultural change benefit from increased levels of transparency. A lot more time gets spent on the “why” of things. This facilitates momentum and motivation in almost every area of your company. 

Moreover, honesty and transparency are closely linked. They build trust. When linking strategy, culture and diversity, transparency creates a better opportunity for everyone to enjoy the same vision. There is a greater probability, then, that people move towards it in a more united and harmonised manner.

With more time spent aligning learning outcomes, strategy and cultural imperatives, there is a shift in people’s internal alignment, which manifests in an outer alignment in vision.

“If you focus on results, you will never change. If you focus on change, you will get results” – Jack Dixon