After the launch event of a 12-month leadership development programme, a colleague and I reflected that clients and participants always seem to be much more engaged and excited by these programmes, rather than Diversity and Inclusion (D&I) initiatives.
Unfortunately, the impact this can then have on D&I programmes is particularly detrimental:
- Participation in the latest D&I programmes may be limited due to a lack of budget.
- Participants may be left feeling unenthused.
- There may be frustration from those championing D&I programmes, which can damage working relationships and their wellbeing.
- D&I programmes may have a lower profile, meaning they are not given the same chance for success as personal development programmes.
However, there are many reasons why engaging with D&I programmes is just as critical as personal development programmes. Here are my top 3…
- D&I training will make you a better leader
D&I programmes upskill people to foster innovation, create safe spaces for others, make decisions, and build relationships. This ensures that people are most effective in their roles and when leading others.
- D&I training will help you keep the best talent in your organisation
Organisations that excel in D&I practices tend to experience increased employee retention rates. But this isn’t done by the organisation itself. It needs managers, leaders, and team members all to play a part in creating an inclusive culture – one where people feel comfortable being themselves at work.
- Organisations are adding KPIs for D&I
A senior lawyer I spoke to recently indicated that he and his staff had all been given KPIs for D&I. And he was extremely passionate about it. He’s not alone. Organisations are increasingly adding KPIs around D&I to their competencies, thus it is important for staff to be upskilled around inclusive behaviours.
How to engage with your next D&I initiative
I would argue that not only is engaging with D&I programmes just as important as personal development, but it is, in fact, a form of personal development that is and will become even more important as the modern workplace continues to change.
If you’re unsure of how to start, here are two ways to become engaged with and excited about your next D&I initiative:
- Reframe your thinking
We know engaging with D&I is hugely important for your personal development. It can help you to
- Improve your ability to recognise inclusive and exclusive behaviour.
- Use empathy and perspective-taking.
- Create safe spaces where people feel they belong.
These things will no doubt make you a better colleague, manager, and partner for your customers in any industry.
So, the next time you see an invitation to a D&I workshop or you hear your colleague speaking about the event the network they are part of is hosting, do not see it as a distraction to your work. But instead, an opportunity for you to develop your knowledge and skills.
- Share your learning
You yourself can play a role in creating excitement around programmes.
Do this by sharing your experiences and what you have learned with your colleagues and friendship groups. This helps to create a buzz around programmes and may even inspire colleagues to follow your footsteps in engaging with the programme. Especially if you lead or manage a team.
Role modelling is essential to improve the culture of your organisation.
Investing in D&I is an investment in yourself
To summarise, engaging with D&I is crucial for personal development and is just as important as personal development programmes. D&I programmes can help individuals become better leaders, retain the best talent, and adapt to the changing modern workplace.
Ultimately, investing in D&I is an investment in the future of the workforce and oneself, leading to a better understanding of colleagues, safer and more inclusive work environments, and increased opportunities for personal growth and development.
And if that’s not personal development, I don’t know what is.
Our Inclusive Leadership programme is designed to help your leaders understand their strengths and weaknesses, while giving them the tools to foster a more inclusive workplace.
Contact us at info@pearnkandola.com to discuss how our experts can help you.
— Bailey Bell, Managing Psychologist
