Training Industry Magazine - Winter 2024 - 53

DIVERSITY AND
INCLUSION
DR. KRISTAL
WALKER, CPTM
WHAT TRAINING MANAGERS AND DEI
PRACTITIONERS HAVE IN COMMON
As organizations continue on their journey
toward inclusive excellence, two roles
stand out as catalysts for positive change:
the training manager and the diversity,
equity and inclusion (DEI) practitioner.
While seemingly distinct in titles, these two
roles share a remarkable synergy that can
revolutionize the way companies approach
learning and inclusivity. Both roles partner
with business leaders to support strategic
initiatives, create tools and resources for
a wide variety of employees and measure
the outcomes of their efforts. Read on for
additional insight and best practices on
offering better support, creating better
tools and demonstrating better impact for
your deliverables.
MEASURING DEI'S
IMPACT IS CRUCIAL TO
DEMONSTRATE THE
VALUE OF L&D EFFORTS.
SUPPORTING STRATEGIC INITIATIVES
Training managers and DEI practitioners
are at the forefront of supporting strategic
initiatives because both roles require
engaging with key decision-makers at
all levels of the organization. While not
always easy to establish, this collaboration
enables them to align their efforts with
the vision of the company and gain the
necessary buy-in and support from those
in positions of influence.
Here are three tips to help
build
partnerships
strategic initiatives:
* Regularly engage in open and
honest conversations, listening to the
perspectives and insights of leaders
and stakeholders before designing
any program.
* Take the initiative to reach out to
leaders and stakeholders, seeking
to
support
their input and involvement in shaping
D&I initiatives.
* Demonstrate expertise and knowledge
in the areas that impact the business
the most.
Building strong partnerships with leaders
and stakeholders allows both training
managers and DEI practitioners to have
a significant influence on the success of
strategic initiatives because both roles are
best positioned to leverage their power
and influence to create partnerships
in a way that makes others feel valued
and supported.
CREATING TOOLS AND RESOURCES
FOR DIVERSE AUDIENCES
The biggest hurdle here can often be
assuming a one-size-fits-all approach. If
every employee brings a different level of
cultural diversity to the work experience,
then chances are their approach to getting
a specific job done will also differ. One
approach to correct this misconception
would be to create tools and resources
in a way that is inclusive and accessible
to all employees. This might include
considering different learner preferences,
cultural backgrounds and abilities when
designing training materials. Here are
three tips to help create better tools and
resources for diverse audiences:
* Incorporate
diverse
perspectives
and representation in the content
to empower
individuals
from all
walks of life to fully engage in the
learning process.
* Leverage technology to allow
employees to access training materials
at their own pace and convenience.
* Provide customizable options and
flexibility in your tools and resources,
including language offerings and
interactive elements.
TRAINING INDUSTRY MAGAZINE - WINTER 2024 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
This unique approach acknowledges and
respects the individuality of employees,
empowering them to fully participate and
excel in their professional development.
MEASURING THE IMPACT OF
DELIVERABLES
Measuring the impact of training and
DEI initiatives is crucial to demonstrate
the
value and effectiveness of these
efforts. In fact, measurement is the single
most important element that determines
whether an initiative was even worth
the work. The challenge often revolves
around what to measure and who values
that information.
Here are three tips to support
measurement best practices:
* Measure changes in employee
behavior, knowledge acquisition and
organizational performance indicators.
* Gather feedback and insight from
employees, leaders and stakeholders
to assess the perceived impact and
effectiveness of the initiatives.
* Utilize quantitative and qualitative
data to capture both tangible
and intangible outcomes, such as
increased employee satisfaction.
Training managers and DEI practitioners
have more in common than one might
imagine. Both roles have a multitude of
ways to contribute to creating an inclusive
work culture. Applying the above tips
could unlock immense potential to drive
positive change within the day-to-day
operations of any organization.
Dr. Kristal Walker, CPTM, SHRM-CP, is the
senior vice president of human resources
at Sweetwater Sound. Kristal is also a
facilitator for Training Industry's Certified
Professional in Training Management
(CPTM) program. Email Kristal.
53
Training Industry Magazine - Winter 2024

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