When markets are uncertain and times are lean, it can be tempting to cancel employee engagement and development programs like training and DEI initiatives. When times are tough, it is commonly understood that training will be one of the first cuts, usually coinciding with some level of workforce reductions. There is clearly a wide range of training: technical, job-specific training, leadership development, and of course, DEI training. All investments in employee development and retention are important, but in the grand scheme of balancing short and long-term organizational needs, how do you prioritize what training to stop, start, or continue? 

DEI training is imperative for organizations that want to create and sustain inclusive environments. Our philosophy at KEIRUS BY KJE is to incorporate training with a pro-business approach to drive commerce, culture, and community. To foster inclusion with a return on investment, organizations must not settle for a one-and-done approach that checks the box or makes the finish line the primary focus. Impactful DEI training is taught in phases, over time, to yield sustained transformation. We use a multi-phase approach to DEI training using our KEIRUS platform and throughout our instructor-led sessions because we realize the importance of intentional engagement during the learning curve. The check-the-box approach does not support this process or enhance retention, leading to systemic gaps in creating belonging and equitable workspaces. 

DEI training will yield results in organizations where leaders demonstrate humility to admit that continuous improvement is vital to success. This vulnerability reduces the fear of getting DEI wrong and promotes the growth mindset that should be modeled. This validates to employees that we don’t know what we don’t know, but we can learn and obtain new skills and new approaches to enhancing our culture with empathy and a greater understanding of the uniqueness of others. Now, you can move past the basic framework of “training” into a learning approach that provides what our firm calls Individual Transformative Experiences, or ITEs. KEIRUS implements six factors into all our learning experiences to transcend “training”. ITEs assist with cultivating growth and development through human interaction that elevates and promotes an inclusive culture. When the principles of DEI are not taught and experienced, they do not resonate, which results in low morale and poor performance. DEI education using an ITE approach, sets the stage for creating caring environments where employees are confident, they matter. When your organization is void of care, your employees stop caring.

DEI training is essential for three primary reasons: it fosters a culture of inclusivity that increases employee retention and engagement, increases innovation through a greater appreciation for diverse backgrounds and perspectives, and mitigates legal risk by enabling the skillset for all employees to address toxic workplace behaviors and language. When your organization is inclusive, you create awareness about unconscious bias and unfavorable behaviors, such as discrimination that discount employees and cause them to retreat and not perform as valuable team members. In addition to traditional DEI training, we have seen significant culture transformation in organizations who invest in the education for the champions and stakeholders who support the ecosystem’s infrastructure for A.B.I.D.E. (Accessibility, Belonging, Inclusion, Diversity and Equity). One example is our ERG Connect program, which focuses on successfully implementing employee resource groups, reinforces the importance of belonging and leveraging ERGs to strengthen business performance. ERGs support diverse perspectives and employee well-being. When your organization fosters inclusion, you become a highly sought-after employer, which increases market competitiveness.