Leveraging Leadership and Training to Drive an Enduring Culture of Diversity, Equity and Inclusion
This resource from Traliant provides information and insights from many industries that can easily be applied to a legal environment. Here's the Executive Summary:Diversity, equity and inclusion (DEI) initiatives have been a part of organizations’ cultural shift toward more equitable hiring practices for years. However, for many organizations in almost every industry, recent events have underscored the need to take a more holistic approach to DEI—one that requires meaningful behavioral and cultural change.
Effective DEI programs span the entire organization—recruiting and retention, mentoring and professional development, as well as other practices, policies and procedures that can track and measure progress. Further, ongoing DEI education and training are key to promoting the organization’s DEI goals and values and the benefits of a more diverse and inclusive workforce.
Not only can training help to amplify what inclusion means throughout the organization, it can also help employees and managers identify their own unconscious biases, which create barriers to advancing DEI.
This report explores how organizations in various industries are progressing in their DEI journeys amid a range of internal and external challenges. It also highlights the importance of senior leadership being visible and proactive in DEI activities, the need to allocate budget and resources for DEI, and the role of training in helping organizations make positive changes in workplace behaviors and culture.
Effective DEI programs span the entire organization—recruiting and retention, mentoring and professional development, as well as other practices, policies and procedures that can track and measure progress. Further, ongoing DEI education and training are key to promoting the organization’s DEI goals and values and the benefits of a more diverse and inclusive workforce.
Not only can training help to amplify what inclusion means throughout the organization, it can also help employees and managers identify their own unconscious biases, which create barriers to advancing DEI.
This report explores how organizations in various industries are progressing in their DEI journeys amid a range of internal and external challenges. It also highlights the importance of senior leadership being visible and proactive in DEI activities, the need to allocate budget and resources for DEI, and the role of training in helping organizations make positive changes in workplace behaviors and culture.