How DEI Heads are Disrupting Learning and Development Approaches with Inclusive Models
The numbers don’t lie. According to SHRM, 70% of workers in the United States believe it’s important for their employers to make meaningful progress on their DEI efforts and 80% say that if their company rescinds its diversity commitments, they are more likely to look for a new job in the next 12 months.
That means one of the best investments in the future of your business is to not only commit to DEI efforts but also show your employees how you’re doing it.
As a DEI leader, you know that DEI efforts can be quite subjective and that showing their results can be challenging. Yes, you can show statistics or percentages, but the real impact of any DEI initiative reaches far beyond numbers. It’s about fostering a collaborative environment where everyone feels heard, welcomed, and empowered. The key word there is “feel,” but how do you showcase feelings?
Modern DEI Means Modern Learning and Development
Success begins with recognizing that DEI finds its way into every crevice of a company, despite DEI heads commonly being siloed off by org charts. Traditionally, it’s expected that DEI will champion cultural initiatives–like celebrating Black History Month, and International Women’s Month, among others–while HR solely focuses on learning and development (L&D) training.
We challenge you to flip that concept. This separation has created a gap in addressing the full spectrum of employee development needs, particularly for underrepresented talent.
Today, innovative DEI leaders are helping bridge this divide with L&D. By offering a deep well of knowledge about their organization, they're providing new and innovative approaches to employee development. While many companies believe their DEI departments are thriving, the research below shows otherwise.
“While many companies believe their DEI aspirations are transformative, the majority do not have a DEI infrastructure—including [Employee Resource Groups] ERGs—that is equally innovative and set up to advance the company’s overall DEI strategy.”
Source: McKinsey & Company
How to Empower Every Corner of Your Org: The Learning and Development & DEI Connection
So, how can DEI leaders deliver visible progress in the eyes of employees and executive management? Their role as change agents involves more than launching programs. Instead, it’s about integrating equity into the DNA of organizational learning. By cultivating internal talent pipelines and acting as relationship managers for underrepresented groups, DEI leaders can redefine what it means to support professional growth.
Using their knowledge of institutional and societal challengers, DEI leaders can connect with high-potential employees (HIPOs) who might not have the same opportunities to shine. In doing so, they'll be able to refer HIPOs and emerging leaders to HR to enable employees' ongoing professional growth.
This isn’t a new concept, either. Fair360 (formerly, DiversityInc) has been measuring DEI success within organizations since 2001. Each year, they provide a Top 50 list derived exclusively from employers with an L&D program specifically for under-represented talent. One common feature among these organizations is a collaboration between HR and DEI leaders to create internal pipelines of under-represented talent.
Here’s how you can begin bridging DEI and L&D.
Step 1 “D”: Boost Diversity Through Targeted Talent Management
The synergy between diversity and L&D initiatives means learning opportunities are tailored to meet the needs of underrepresented talent. Diversity thrives when every employee can access growth paths that acknowledge their unique backgrounds.
This is not just about having diverse teams but empowering each member to contribute their best through targeted development programs. This approach enriches an organization’s talent pool while fostering inclusivity.
Tailor Learning Paths: Create programs to cultivate the skills of diverse groups and bring people together outside of holidays or cultural events.
Cultural Education: Incorporate training that enhances understanding of diverse cultures within teams.
Offer Mentorships: Connect diverse employees with mentors who can offer guidance, support, and opportunities to grow within your company.
Step 2 “E”: Access Genuine Equity by Creating a Level Playing Field
Equity in the workplace is about equal opportunities as much as it’s about ensuring fair access to those opportunities. Traditional learning and development programs often overlook these barriers. Individuals from different backgrounds may understand different "unwritten rules" for the workplace. What happens when their understanding is different from your organization's expectations?
Make your "unwritten rules” available and explicit for everyone. That way, you ensure everyone knows what it takes to succeed, from understanding hierarchical dynamics, to the importance of networking.
Provide Fair Advancement: Make career progression paths clear and accessible to everyone, regardless of background.
Recognize Potential: Acknowledge that talent and potential are distributed equally across different demographics.
Reduce Turnover: Employees are more likely to stay when they see a clear, equitable path to success.
Step 3 “I”: Encourage Inclusion Through Real Opportunity
Inclusion goes beyond being part of a team. It means feeling invested and integral to the team’s success. Provide real opportunities for engagement, growth, and leadership that go beyond news pegs, such as Pride or Juneteenth. Offering opportunities outside of these moments demonstrates a desire for genuine impact.
For instance, cohort-based L&D programs, designed with DEI principles in mind, serve this purpose. They bring people together beyond their job roles and foster a sense of belonging and mutual respect. Inclusion efforts like these reinforce the message that everyone’s contribution is valued and that their career aspirations are supported.
Enhance Employee Engagement: Employees are more engaged when they feel valued and included.
Invite Inclusive Decisions: Involve employees from diverse backgrounds for stronger, more cohesive decision-making.
Build Community: Organize events and activities that celebrate diversity and encourage social connection.
Heads of DEI & Learning and Development Programs Are at the Forefront of Change
Modern DEI leaders have an opportunity to push the boundaries of traditional L&D. You can craft spaces where diversity is celebrated, equity is pursued with intention, and inclusion is the natural outcome. These lead to tangible results for both employees and the executive leadership team.
We expect DEI to continue fusing with learning and development. Understanding their new relationship is essential for talent retention, future leaders, and fostering a truly inclusive workplace.
PILOT is a great way to scale your DEI and L&D programs without adding more staff to your team. Book your free demo today to learn how!
