• About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
Search
Contact us
Menu

Home › Insights › 3 Reasons Why Engaging with Diversity & Inclusion Training is Critical for Personal Development

3 Reasons Why Engaging with Diversity & Inclusion Training is Critical for Personal Development

Pearn Kandola
  • July 3, 2023

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…

  1. 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.

  1. 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.

  1. 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:

  1. 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.

  1. 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.

Stay ahead of the game.

Get the latest on DEI, effective recruitment, and leadership development direct to your inbox.
Privacy policy(Required)
This field is for validation purposes and should be left unchanged.

Related Posts

  • Inclusive Development, Webinars

New Webinar: Rethinking DEI: Talent Management – Friend or Foe?

In this interactive webinar, Professor Binna Kandola OBE, Senior Partner and Founder of Pearn Kandola explores the three pillars that...
  • Inclusive Development

Designing for Diversity Launches Today

We’re delighted to share that the first of three books written by our Co-founder and Senior Partner, Professor Binna Kandola...
The Psychology Within The Conservative and Labour Party Manifestos On Sex and Gender
  • Inclusive Development

The Psychology Within The Conservative and Labour Party Manifestos (On Sex and Gender)

During election times, when stakes are at their highest, we can be certain each party is leaving nothing to chance. ...
  • Inclusive Development

Sunak v Starmer: The Final Debate – Did Either Truly Demonstrate Their Ability To Lead?

The UK General Election 2024: Where are we now? We’ve now reached the official end of the televised leadership debates...
  • Inclusive Development

Sunak v Starmer: Are There Any Signs Of Leadership?

The General Election Campaign: Where are we? We are now officially halfway through the campaign trail for the 2024 General...
Binna Kandola Election Webinar Rishi Sunak Vs Keir Starmer
  • Inclusive Development

New Webinar: Election 2024: Sunak Vs Starmer – The Role Of The Leader In Election Success

On Tuesday 2nd July, Co-founder and Senior Partner Professor Binna Kandola OBE will be hosting a special edition webinar in...

Free Consultation with a Business Psychologist

Talk to us to discuss your needs.
Book an Appointment
14 years’ experience
Jonathan Taylor, Managing Psychologist

Book Your Appointment Today

(Required)
This field is for validation purposes and should be left unchanged.
Terms & Conditions

Privacy Policy

Cookie Policy

Site map

Making The World Fairer

© 2025 Pearn Kandola LLP

© 2015-2024 Pearn Kandola LLP. All Rights Reserved.
Pearn Kandola and the Pearn Kandola Logo are registered trademarks of Pearn Kandola LLP.

Attend Our Latest Webinar with Professor Binna Kandola OBE!
  • About Us
    • About us
    • Careers
    • People
  • Services
    • Inclusive Cultures
    • Inclusive Recruitment
    • Inclusive Development
  • Resources
    • Insights
    • Research
    • Press
  • Case Studies
  • Contact Us
Search