At a time where a number of organisations are pulling back on Diversity, Equity Inclusion and Belonging (DEIB) initiatives, research makes it clear that today’s workplaces are still not guaranteed to be safe spaces from prejudice for marginalised employees:
- “Lack of knowledge” was consistently cited as one of the top barriers for employers in developing lesbian, gay, bisexual and transgender friendly workplaces
- A recent study found that six in ten LGBTQ+ workers believe it is important to be able to be out at work, and less than half feel comfortable doing so with all their colleagues.
- Only 37% of junior employees say they are comfortable being out at work, compared with 51% of those in senior roles.
- 87% of Gen Z say a company’s diversity affects their decision to work there.
- 34% of LGBTQ+ respondents to a global workforce survey were actively looking to move to a more inclusive employer.
- LGBTQ+ employees are paid on average 16% less than their non-LGBTQ+ counterparts in the UK, making the LGBTQ+ pay gap almost double the gender pay gap (8.3%)
How can Learning and Development teams help foster inclusive workplaces?
L&D teams are uniquely positioned to increase awareness, platform marginalised voices, and cultivate inclusive content. Even with tightening L&D budgets, here are three simple strategies you can employ to ensure everyone feels safe and empowered to be their true selves at your organisation:
How L&D functions can champion DEIB at their organisations:
Curate a Diverse Instructor Pool
The instructors that deliver your organisation’s L&D programmes play a significant role in shaping the learning experience.
Positive representation will not only allow your underrepresented people to see themselves reflected in the learning content, making their educational pursuits more meaningful, but can also help influence perspectives throughout the rest of your organisation by exposing learners to a wider range of perspectives.
This could mean incorporating case studies of success stories with diverse leaders and peers, showcasing and platforming more diverse voices and mentors, using examples that resonate with a variety of cultural backgrounds, and carefully reviewing learning content to ensure it is accessible and representative for all – avoiding language or imagery that could be perceived as biased.
Design Inclusively
While it’s true that D&I training and raising awareness is critical, it’s only part of the role that L&D can play in creating a culture of inclusivity. To really make a difference in the shorter term, we must begin by considering the difference between providing D&I training and delivering learning that is inclusive as standard practice.
What’s the difference?
D&I training = training on the topic of diversity and inclusion that aims to address workplace biases and prejudices.
Learning that is inclusive = consistently ensuring that the bank of training content, sessions and programmes you have on offer, are designed to meet the learning and neurodiversity needs of your unique audience – regardless of topic.
Read our 5 tips for designing inclusive learning content >
Empower Line Managers as Inclusivity Champions
Your managers play a critical role in creating a sense of belonging for their teams, and L&D teams are in a prime position to equip line managers with the skills and tools to foster an inclusive environment.
Think outside of traditional L&D initiatives like unconscious bias training. Essential soft skills like empathy, listening skills, or navigating difficult conversations not only make better line managers, but they also help foster a more inclusive workplace. By empowering line managers as inclusivity champions, L&D teams can create a ripple effect of inclusivity throughout your entire organisation by embedding it in the day-to-day culture.
Looking to change perspectives on DEIB at your organisation?
Change starts at the top, and upskilling the leaders at your organisation on the importance of Diversity and Inclusion can pave the way for a perspective shift throughout your entire organisation.
Read how we partnered with a market-leading fashion group with a global and diverse workforce of more than 40,000 employees to launch and cascade an organisation-wide Diversity and Inclusion strategy, helping them make diversity and inclusion their differentiator in a competitive industry.