Summary: <a href="https://www.complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200.jpg"></a>Post By: Adam Turteltaub<br> <br> <a href="mailto:info@eliinc.com">Stephen Paskoff</a> has some serious concerns about Diversity, Equity & Inclusion (DE&I) training. The President and CEO of <a href="http://www.eliinc.com">ELI</a> definitely believes training has advantages, but too often he has seen it done improperly.<br> <br> Sometime is a part of a one and done proposition. Other times he has found the training to be divisive, which runs counter to the unifying message of DE&I. The training proposes stereotypes for a group, which can cause both internal problems, as well as legal risk.<br> <br> So what’s the right way forward?<br> <br> First, he argues for recognizing that the purpose of the training, like the DE&I initiative, is to change habits, which is very complicated. The new habits need to be specific, clear and few, and they have to be consistently reinforced.<br> <br> Second, the training has to align behavior with the values, vision and mission of the organization, not an unattached initiative. It has to be a part of an organization imperative, like sales, quality and innovation.<br> <br> Communication has to extend beyond the training. Leadership must support it publicly, and so too must line managers.<br> <br> What else makes for success?<br> <br> * There needs to be consequences<br> * The effort must be continuous, like safety, quality and innovation<br> * The program needs to be seen as bringing values to life<br> * There needs to be clear standards that are linked to the organization’s growth<br> <br> Listen in to learn how to make your DE&I initiative and training work.
