8 Ways to Elevate Your Diversity, Equity and Inclusion Initiatives with L&D
Jenn Newlin, Senior Manager of Learning and Development for Vinik Sports Group, leads a discussion about having difficult internal discussions to create more genuine DE&I efforts fueled by L&D.
The “Black Lives Matter” protests have placed an urgent need for better corporate diversity initiatives.
As we reflect on the ways COVID-19 has put our healthcare and paid leave disparities in the workplace center stage, we must start to ask ourselves how much have we been investing in valuable Diversity, Equity and Inclusion (DEI) initiatives? As an organization, were these programs merely checking a box or were they truly making an impact for your employees and do your employees not only have a sense of “inclusion”, but also a sense of “belonging”?
Studies show that the investment toward DEI programs enhances creativity and innovation therefore improving financial performance, so why did so many organizations make DEI the first budget cut once our pandemic lockdown began? How can your organization go from occasional celebrations of prominent diverse figures to actually making the changes that impact employees in the areas of healthcare and other benefits?
- Outline 8 key concepts for your organization to begin an organic and empowering DEI program.
- Learn how to create authentic momentum around DEI initiatives.
- Ensure that DEI programs fall on the organization at each individual level, not solely HR.
- Determine commitments to measure your organizational success for DEI.