What is DEI training?

Equity

Equity focuses on the promotion of social and legal justice for specific groups. It also includes the aim of fairness, impartiality, and equal opportunities for specific groups of employees concerning matters such as professional advancement, and participation. Equity seeks to mend structural inequalities through the use of specific:

• Procedures

• Practices

• Processes

• Distribution of resources

The bottom line of equity is that it addresses issues of social and institutional inequality.

Inclusion

Inclusion refers to the process of making any employee feel welcome in a workplace, regardless of their race, gender, religion, disability, or other identifying feature. The inclusion of diverse backgrounds and elements of employees in a workplace fosters a strong and highly versatile staff.

DEI training is becoming increasingly common at large and small companies, businesses, and other organizations and institutions.

There are many different types of DEI training, here are some examples that are commonly used:

• Unconscious bias training

  This is meant to help employees understand their implicit and unconscious biases towards certain groups of people. It focuses on developing actions and behavioral shifts to address and ideally mitigate or completely remove those implicit preconceptions.

• Allyship training

  Allyship training's focus is to enable those in positions of privilege or power to support or amplify the concerns or needs of an employee or group of employees that come from a minority group or historically marginalized community. Like its name suggests it helps individuals in powerful roles become allies to those in need in the workplace.

• Bystander communication training

  This form of DEI training instructs employees on how to speak up when they witness another employee being discriminated against or if they see that the coworker is being harassed in any way.

• Specific training on hiring practices

  This type of training involves human resource departments, hiring managers, recruiters, and any other employees that take part in an organization's hiring process. The primary goal is to educate these professionals on how their implicit or inherent biases might adversely affect how they interact with specific groups of people during the hiring process.