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W W W. M A I N E B I Z . B I Z 15 M A R C H 8 , 2 0 2 1 D I V E R S I T Y / E Q U I T Y / I N C L U S I O N F O C U S Proudly supporting all members of our community. sbsavings.bank | (207) 284-4591 C M Y CM MY CY CMY K ai161038199921_MaineBiz Diversity Feburary Ad.pdf 1 1/11/2021 11:20:00 AM O ver the last year, in addition to dealing with COVID-19, employers became much more aware of the business case for strengthening their Diversity, Equity and Inclusion (DEI) policies and employee training. is was influenced in great part by the global Black Lives Matter move- ment. Employees at all levels became activists within their companies in the desire to instill in their leaders a sense of urgency to actively stand for true and sustained Diversity, Equity and Inclusion. We HR professionals also realized it was the right time to update not only our companies' DEI policies but also our diversity training. So, what does an effective diversity training program look like? Leadership from the top: Without a CEO's authentic endorsement, neither the policy nor the training will be embraced by the employees. A training program: It requires a trainer with credibility to facilitate the training program, someone who does this type of training profession- ally and can speak to the challenges of implementing a sustained DEI strategy throughout the company. e training must clearly communi- cate how it relates to the over-arching DEI corporate strategy. Positive reinforcement: Focus the training on how to work well with each other regardless of our differences versus focusing on the differences themselves and thereby reinforcing stereotypes. Involvement at all levels: Be sure to include all levels of management and make participation mandatory. If possible, co-mingle various levels of employees so senior managers are seen actively participating. Also endeavor to ensure each session has a representative mix of race, gender, age, experience, etc. Active participation: Inform par- ticipants upfront they will be asked to "act" on what they learn during the training. Include time at the end of the training to brainstorming action steps. Follow up: Be sure to follow up `after the training is completed. It can be difficult to internalize and apply training after attending a one to two-hour session. Regular reminders, action suggestions and communicaion of company-wide DEI initiatives will help develop and sustain the skills and behaviors discussed during the training. Accountability: Enroll leaders in a commitment to coach their employees when they see behaviors or attitudes that contradict an inclusive environ- ment. Ensure there is a plan in place to manage employees who contribute to a culture of bias and discrimination. Resources: Curate a library of resources that employees can access to further educate themselves about DEI. Books, websites, podcasts, and social media influencers can offer additional perspectives and deeper understanding. Diversity training has had its critics over the years, but poorly designed and executed training produces poor and ineffective results. e benefits of well-designed diver- sity training can elevate employee morale and retention, boost sales and other productivity measures, and lead to real financial gains. And it's the right thing to do. R h o d a M c V e i g h , d i r e c t o r o f c o n s u l t i n g ser vices at KMA Human Resources Consulting, can be reached at rhoda @ kmahr.com H OW TO B Y R H O D A M C V E I G H B Y R H O D A M C V E I G H Create effective diversity training There's a sense of urgency for true and sustained Diversity, Equity and Inclusion at companies.

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