How can organizations cultivate and nurture these vital skills to effectively navigate the intricacies of the modern hybrid work environment?
Back to Magazine Articles
The great irony of organizational diversity and inclusion initiatives is that the “inclusion” aspect is often excluded.
It has become crucial for organizations to provide effective and localized training to keep learners engaged and inspired.
Workplace learning, particularly in a remote and hybrid setting, needs to facilitate the inclusion of all learners.
An often-overlooked step in creating impactful DEI training is understanding the unique challenges involved with the business, the people in the business and the design of the training.
DEI fatigue is the feeling of exhaustion after continuous efforts to promote DEI in a particular setting, yet not achieving the desired results.
It is incumbent to prepare to receive these learners and facilitate a seamless transition that welcomes them into organizational cultures.
Let’s dive into the shift from “diversity” to “cultural” training and how this change could have a dramatic impact on training results.
ERGs can provide a space for employees to come together and share knowledge, experiences and best practices.
D&I is everyone’s responsibility. Learning leaders should be authentic in their interactions, particularly because they are often seen as the "go-to" person for organizational challenges.