Category: DEIJ

Planning for DEI in 2024: Strategies for Success

Posted on by Teresa Sanchez

Organizations today are at a turning point with DEI. A divided America and uncertain economic outlook are compelling Fortune 500 organizations to re-evaluate their DEI strategies and plan how to implement them for maximum impact. To discuss the future of DEI amidst these changing times, Praxis Lab CEO Elise Smith spoke to the national leader of Deloitte’s Principal – Equity Client Services practice, Christina Brodzik. Together, they discussed the outlook on DEI for 2024 and how HR teams can link DEI strategy and business outcomes in the coming year.

DEI is not on the decline

With 20 years of experience in the human capital space and expertise in inclusion strategy, Christina’s topline message was this: investment in DEI is far from slowing down.

“There’s a concern around this prevailing narrative that DEI initiatives are on the decline, that investment will fall as companies try to navigate what is felt to be a polarizing time, but it’s not true,” Christina said. A recent study by Gartner of 500 HR leaders reached the same conclusion: only 8% of companies reported a decline in their DEI budgets this year and 58% of respondents said that their companies have placed a stronger emphasis on DEI than in previous years. 

“Regarding investment — for the majority of our clients — things were staying the same or had a slight uptick. People are cutting back in general today in response to the uncertain market environment. So if DEI investment is decreasing, it’s decreasing proportionally to other cuts across the organization.” Christina said.

So, what are people prioritizing with more scrutiny on spending? Christina broke it down for us:

1. The focus on impact-driven DEI learning experiences is bigger now than ever

“I’m really seeing people prioritize actions that can drive tangible business outcomes,” Christina said. She continued that companies have realized that investing in a culture of inclusion reduces costs associated with turnover and recruitment. Additionally, they’ve found that diverse and inclusive product innovation leads to better business. Getting proof of ROI has become less difficult, as these programs migrate to fully digital platforms and organizations are getting better about reporting their data. Deloitte, for example, publishes an annual Transparency Report benchmarking their progress against their goals.

2. Don’t limit training to junior staff or new hires

Christina stressed the importance of not limiting DEI training to new hires. For example, when HR personnel assume a senior “talent influencer” role in an organization, they often receive no additional training. Christina recommended offering comprehensive talent lifecycle training to recently promoted senior leaders. This promotes a more cohesive, aligned approach across all levels of the organization.

3. Train people (again!)

DEI leaders are sometimes divided on whether to dust off old programs, since they may contain outdated information. “Of course, every five years it’s good to give these programs a refresh,” Christina says. “But it’s never bad to train people again.” This way, everyone is given the opportunity to engage with key DEI resources. It never hurts to see something twice.

4. Embrace change when something isn’t working

“Don’t be too proud to pivot if you aren’t getting the results you expected,” Christina said. It’s important that your DEI work stays goal-oriented, and this can only happen if you continually monitor progress. “Impact is everything,” she stressed.

5. Prioritize performance management

Nothing, in Christina’s opinion, is more critical to DEI outcomes than a robust performance management process. “Making sure that people get the same amount of feedback and the same quality feedback, I can’t stress how important it is to get that right,” she said. 

Stay the course

DEI success can sometimes feel like a moving target. But regardless of what your organization’s specific goals are, the driving force remains the same: DEI plays an outsized role on employee experience, which in turn yields greater returns for your business and society at large.

“DEI is the most meaningful work I’ve ever gotten to do,” Christina said about her work. “And it feels great to know that even in a corporate setting, I can make the world a better place.”

Want to watch the full webinar? Register below for on-demand access:

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5 DEI metrics that matter

Posted on by Anthony Santa Maria

The biggest mistake we see companies make when scaling their diversity and inclusion programs? Not measuring DEI metrics beyond the hiring process. 

Having a diverse pool of qualified candidates is of course important when recruiting, but the most successful forward-thinking organizations track diversity and inclusion at all stages of the employee lifecycle. That means throughout onboarding, performance reviews, compensation decisions, and succession planning.

DEI Metrics to Track

Keeping track of DEI metrics throughout an employee’s tenure at your company can help you spotlight barriers or highlight successes for your programs. With these metrics, you can measure the impact and ROI of DEI efforts, develop accountability, and ensure transparency.

Here are 5 key DEI metrics to measure when assessing your company’s DEI progress:

1. Hiring biases

If you’re attracting diverse candidates to your hiring pool, but your team is still not diverse, biases in the hiring process may be responsible. Certain methods of assessing potential candidates (on paper, in person, and even with AI) are riddled with bias against underrepresented folks. 

A recent study showed that candidates who submit CVs with “Black sounding” names are less likely to get interviews. Prioritizing hiring people who went to certain schools, or requiring “prior industry experience” in entry-level roles where internships are often unpaid, unfairly excludes a huge group of qualified candidates. 

How to amend this? Obviously there’s no easy, single solution. But there are ways to standardize your selection process to reduce the potential influence of bias. 

  • Consider reviewing CVs “blind” without names attached
  • Standardize interviews with a clear rubric and templated questions 
  • Give a work sample test 

And critically – collect data throughout the entirety of the process. If the numbers suggest that diverse candidates are disproportionately losing out when compared to others with similar qualifications, follow up with your hiring team. 

2. Retention

Retention is the #1 operational priority for organizations. If you find that people of a certain demographic are quitting in disproportionate numbers, consider that they may be responding to a non-inclusive work environment. 

When employees quit, companies tend to assume that their decision was driven by a “hard line” factor like compensation. But this often isn’t the case. 

A McKinsey report found that the top factors employees cited as reasons for quitting were that they didn’t feel valued by their organizations (54 percent) or didn’t feel a sense of belonging at work (51 percent). Notably, employees who classified themselves as non-white or multiracial were more likely than their white counterparts to say they had left because they didn’t feel they belonged at their companies.

This means you can improve your retention rates by making workers feel valued. In addition to compensating fairly and offering workplace flexibility, we’ve found that investing in empathetic leadership training and next-gen learning & development goes a long way in fostering a culture of open and honest communication. 

3. Employee engagement

Understanding the drivers of employee engagement helps companies foster a fulfilling employee experience. If you find that your people are burning out or checking out, consider re-tooling your processes with a focus on feedback and recognition —  two of the most overlooked drivers of employee engagement.

Top employers reward good work not just with bonuses and promotions, but by saying “thank you” and “good job” often. Without positive reinforcement, high-performing employees will feel unappreciated and begin to disengage. Regular pulse surveys are one easy way to collect data on your core engagement drivers and identify pain points.

4. Pay equity

The Society for Human Resource Management (SHRM) recently conducted a study on pay equity and found that across experience and education levels, Black men and women continue to make less than their white counterparts, as low as 76 cents on the dollar. Despite countless efforts to dismantle pay ceilings and improve pay transparency, biases continue to factor into compensation models, often taking the shape of requests for “salary history.” 

Conducting a pay audit — or assessing how pay gaps break across gender and racial lines —  is one way to gain insight into the biases that may be unfairly influencing your company’s compensation structures.

5. Career advancement and internal mobility

In 2020, companies such as Meta attracted attention by making landmark commitments to increase BIPOC representation among leadership (vowing to increase representation by 30% by 2025.) And while these commitments clearly represent a step in the right direction, they fail to detail where these new diverse leaders will come from. Will they be recruited externally? Or will companies invest the time and resources to nurture diverse talent and source them from within?

If your company lacks BIPOC representation at the senior level, you may want to consider scaling opportunities for internal mobility. According to a McKinsey report, Black employees are 23% less likely to say they receive “a lot” or “quite a bit” of support to advance at work, 41% less likely to view promotions in their workplace as fair, and 39% less likely to believe their company’s diversity and inclusion efforts are effective, compared to their white counterparts working at the same company.

To bridge the promotion gap, companies like Merck are launching dedicated employee resource groups (ERGs) to help BIPOC professionals network, upskill and advance. 

Measuring DEI metrics matters

For companies serious about building an equitable and inclusive culture, it’s mission-critical to understand the impact of your DEI efforts across every step in the employee journey. By tracking the DEI metrics above, you can gain insight into what’s working and identify areas for improvement.

To learn more about how to show impact from your DEI programs, check out our recent guidebook. 

Download the guide

Why DEI is important for employee experience

Posted on by Anthony Santa Maria

Creating a meaningful employee experience is about supporting employees throughout the moments that matter most in their careers. Whether you’re overseeing the hiring process, onboarding, or promotion decisions, being empathetic and DEI-minded is key to securing their continued engagement. 

Recent studies have shown how DEI training improves employee experience, leading to 2x engagement. According to a Changeboard report, they have been proven to work 12% harder, are 19% more likely to stay longer with the organization, and collaborate 57% more effectively with peers. 

So how do you maximize this DEI upside? A DEI training strategy that elicits buy-in at all stages of an employee’s journey, not just the beginning.

Prioritizing DEI across the talent lifecycle

With the future of work changing, traditional one-and-done trainings are no longer effective. Insincere interactions with management drive employees to disengage. Employees are seeking companies that are actively and authentically committed to DEI topics.

Our research has found that DEI training improves employee experience when it is A) modern and sincere and B) integrated across the entire employee lifecycle, not just during onboarding.

Here are our recommendations for when and how to engage employees with DEI training: 

Start with the interview process

A DEI-minded hiring experience makes new employees feel confident that the organization they’re entering shares their values. And this couldn’t be more important — according to a recent CNBC survey, 56% percent of people today won’t even consider working for a company that doesn’t share their values. 

If a hiring manager mishandles an interview, a values-minded employee will not only refuse the offer — they will warn other applicants by posting on social media or popular review sites like Glassdoor.  

If your applicant pool is diverse but your team is not, or you suspect bias in any part of your hiring process, consider removing names from resumes and standardizing your interview process. To keep hiring managers on the call, we recommend incorporating data-enabled technologies that consistently monitor and analyze progress. Training hiring managers on how to prioritize equity is critical to building an inclusive talent pipeline.

Create a welcoming onboarding experience

75% of organizations today incorporate some kind of DEI training into their onboarding process. But in 2023, just checking the box doesn’t earn employee buy-in. You can measure the ROI of your DEI training by regularly collecting data on your employees’ attitudes and human skills. 

For example, suppose your program emphasizes perspective-taking by showcasing how individuals from diverse backgrounds perceive workplace scenarios. We recommend conducting a survey six months later to gauge the extent to which participants have retained the knowledge.

Some data-powered platforms even do this for you, functioning as “skills centers” where employees can access DEI training on-demand and receive continuous feedback over their talent cycle.          

Build skills for career growth and advancement

In a constantly evolving workplace, the most effective DEI training teach employees about the significance of human skills, like inclusive leadership and empathy. These programs emphasize that cultivating these skills is crucial for unlocking individuals’ career ambitions.

And it’s true — as AI reshapes job descriptions, the “hard skills” required to perform certain roles will change, but human skills such as communication and collaboration will remain key. Additionally, they are transferable across industries, giving employees agility as market conditions fluctuate. Establishing an arena where employees can practice and hone these skills on-demand has a proven impact on building more engaged and resilient teams.

Create an experience that makes employees want to stay

Employee churn costs companies an average of $1 trillion per year. Forward-looking DEI training programs can keep talent engaged by working human skills into their performance incentive structure. 

This shows employees that their contributions to an inclusive culture will help them reach the top. The improvement in human skills will mean more constructive performance reviews and more empathetic managers. Half of employees who quit do so because of bad managers, according to a recent survey.

Next steps? Future-forward DEI 

The best DEI programs are mindful that the difference between a jaded employee and an engaged one is in the details.

Making a DEI program on-demand and tech-enabled gives workers the time to practice their human skills and see the real-time impact of the things that matter. By harnessing the perspective-taking power of immersive technologies, you can equip your team with the necessary resources to develop into empathetic and detail-oriented leaders. By embedding these trainings across the talent lifecycle, people leaders are sure to see how DEI training improves employee experience.

For more information on how to embed DEI training across the talent lifecycle, check out our recent guidebook:

Download the Guide

How to align your DEI programs with business strategy

Posted on by Anthony Santa Maria

Making the business case for diversity, equity, and inclusion (DEI) can be a challenge. The complex and intangible nature of DEI goals, and the difficulty of measuring employee engagement and retention, can discourage companies from trying to make advances in equity and inclusion.

Especially in the midst of a challenging year for DEI, it’s more important than ever to showcase how your programs ladder up to organizational outcomes. DEI success is people success and people success is business success. Studies have shown that organizations that prioritize DEI see higher returns on engagement, retention, productivity, and innovation. The broad range of impact DEI can have on a business illustrates how DEI programs can serve as both a revenue generator and money saver in the long term. 

Moreover, with retention being the number one concern for business leaders, it’s essential to put in place strategies that engage and retain top diverse talent. According to a report by McKinsey & Company, businesses that emphasize inclusivity training for employees see increased employee satisfaction and outcompete their competitors by 36%. 

Making the business case for diversity: Connecting the dots with data

Mindful of these challenges, Praxis Labs has published a comprehensive 2024 DEI Blueprint Guide. With a focus on maximizing ROI (and measuring it), the guide gives leaders the tools to make the business case for diversity training. Readers will discover how to assess and improve their company’s culture of inclusivity and learn how new standards in technology are driving high performance.

Want to track DEI impact on your business, but not sure where to start? The 2023 DEI Training Guide gives you some helpful metrics to watch:

Recruitment and hiring metrics

Tracking the diversity of job applicants and new hires can help you assess the effectiveness of your recruitment and hiring processes. If you’ve rolled out an inclusive hiring program for hiring managers and talent acquisition teams, you can run a comparative analysis on your applicant tracking system (ATS) to understand if the training changed their behaviors. In particular, check new hire demographics before and after the training.

Employee engagement surveys

Regularly surveying employees to gauge their experiences and perceptions of the workplace can provide valuable insights into the success of your DEI programs. One of Praxis’ partners found that when compared to non-Praxis learners, Praxis learners displayed increased motivation (+8%), work engagement (+7%), decrease in alternate job seeking (-15%), and felt more respected (+7%).

Retention rates

Measuring the retention rate of employees from underrepresented groups can help you determine the effectiveness of your DEI initiatives in creating a supportive and inclusive workplace. More than 1 in 2 Praxis Labs learners report that they are more likely to stay at their company because of Praxis Labs training.

Business Growth

By not tailoring products and services to diverse populations, companies are missing out on opportunities to expand into new markets. Training your employees to better empathize and relate to people different from themselves can directly inform their day-to-day work.

Acquired competencies

Focus your training on core skills and competencies and then measure progress towards achieving them. When viewed on an aggregate level, skills-growth tracking can help you better understand how your upskilling and reskilling programs are performing at scale. Praxis Labs learners see a 72% growth in empathy after just 3 modules.

Knowledge retention     

Assess participants’ understanding of DEI concepts and principles before and after training. To see the long-term impacts of your training, conduct your surveys and measurement activities 6-12 months after the training. Especially when supplemented with more opportunities for continuous learning and skills reinforcement, you’re sure to see a lasting and meaningful impact.

One of our clients, a Fortune 100 Tech company, saw that even 8 months after completing Praxis Labs training, more than 75% of learners continue to take regular, informed action to create a more inclusive company, and over half noticed positive changes for equity and inclusion across their company.                  

The key to improving DEI outcomes across all of the metrics above? Immersive tech

Workplaces looking to translate DEI training into action are increasingly turning to immersive learning solutions to improve their DEI training outcomes. And the results speak for themselves. Designed to capitalize on knowledge and research about how people learn, immersive L&D solutions have been shown to increase knowledge retention by up to 75%.         

How can you leverage this new tech?                                                                                                  

While immersive learning can and should be applied to many types of skills development, it’s particularly useful for building core competencies for today’s modern workforce, such as empathy and inclusive leadership. Moreover, immersive learning is ideally suited to Diversity, Equity, and Inclusion (DEI) training, about which much ink has been spilled but unfortunately rarely moves the needle as it should.

By harnessing immersive learning technology, there is immense potential in driving the self-awareness and understanding needed to propel tangible results for DEI. 

Driving DEI impact for your business

Optimizing for better DEI training outcomes is a proven way to differentiate yourself as a forward-thinking employer in the coming year and will help you make the business case for diversity initiatives in the future. With the knowledge and resources provided in our new DEI Training guide, companies can begin setting the foundation for improved employee engagement and long-term DEI success. 

Download the Guide

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Enhancing Manager Training: Leveraging a DEI Perspective to Strengthen Human Skills

Posted on by Teresa Sanchez

What separates good managers from great ones?  

At Praxis Labs, we are dedicated to exploring the dynamics of equitable, successful workplaces, with a focus on identifying the skills and behaviors that underlie them. In our extensive research, we’ve discovered that empathy, along with other broader human skills, is the linchpin that holds the most effective teams together. These human skills, though challenging to define and measure, play a key role in supporting leaders to mitigate conflicts, motivate their teams, and guide diverse groups toward achieving their individual and collective potential. Similar to gaining proficiency in technical skills like coding or construction, leadership skills, especially empathy and inclusivity, can be learned, developed, and refined over time. But to unlock their full potential, leaders need to view their roles through the right lens.

Human skills and DEI skills: two sides of the same coin 

In a webinar held on August 30, 2023, Dr. Anne Snyder, Lead Learning Scientist at Praxis Labs, led a discussion on the nexus of human skill development and DEI, focusing on how managers can leverage these different “flavors” of skills to lead a diverse team to success. Asked to delineate between human skills and DEI, she cautioned viewers against viewing them as separate skills categories, requiring separate training: “If you think about that, it’s a biased approach by default, because it assumes that human skills are the “right” or “general” way to do things, while DEI is for “other people.” Other approaches treat DEI as a subset of human skills, almost as though they are a checkbox or necessary afterthought. But they’re actually one and the same, just with different flavors.”

She goes on to explore the 5 categories of human skills (managing one’s self, communicating, motivating, supporting, managing conflict), highlighting capabilities that are especially relevant for managers in a DEI context. 

Avoid a one-size-fits-all approach with perspective-taking

One common pitfall in leadership is adopting a one-size-fits-all approach, which often caters to the norms and needs of individuals who hold privileged identities. Research has shown that diverse teams outperform non-diverse teams by 35% when led by an inclusive leader. Practicing perspective-taking is one effective way for a manager to adapt their leadership style to team members’ unique backgrounds and experiences. “Just take two minutes to consider how an individual possessing their identity might view the situation, and use that to inform the way you manage,” Snyder advised viewers. 

Regularly solicit feedback

To foster inclusivity, regularly soliciting feedback is crucial. Effective managers are known to ask more questions. Open-ended questions, in particular, encourage open dialogue, unearth innovative ideas, and get to the root of problems. For instance, instead of relying on binary “yes/no” surveys, leaders should consider making space for teams to participate in informal information-gathering sessions where they can answer questions like, “What are some things that would help you engage better in meetings?” This approach invites diverse perspectives and empowers individuals to express their needs and concerns.

Use empathy to center others

Empathy isn’t just about understanding; it’s about knowing how and when to take action to support others in the workplace. Leaders can accomplish this by prioritizing the needs of their team members, in addition to business objectives and project deliverables, during team meetings. “The most effective managers don’t put themselves or the company first. Putting the needs of your coworkers first can help engage and motivate as well as uncover innovation and highlight potential problems,” Snyder said.

Individual contributors can support these goals too 

Creating an inclusive workplace shouldn’t be the sole responsibility of managers. Individual contributors also play a crucial role in supporting diversity, equity, and inclusion initiatives. By practicing empathy, actively participating in team discussions, and advocating for inclusivity, employees can contribute to building a more equitable and empathetic workplace.

Human skills and DEI: Recognize their synergies for success

“When we keep our own minds open to the experiences of others, we can more easily observe how we can adapt our existing human skills in ways that make sense for the specific identities, needs, and contexts of a team and its members,” Snyder said.

By harnessing the power of storytelling and empathy, leaders can facilitate the development of new skills, knowledge, and experiences that promote a more inclusive and empathetic workplace culture. Recognizing the synergies between human skills and DEI is only the first step toward a brighter and more equitable future.

Watch the full on-demand webinar

5 Ways Leaders Can Model Inclusive Behavior

Posted on by Teresa Sanchez

Managers play a lead role in promoting an inclusive work environment. The attitudes and behaviors they exhibit in the workplace — from their approach to conflict resolution to how they motivate their teams — become a model for their cohort. According to a study by the Harvard Business Journal, 75% of employees believe that their managers should be largely responsible for promoting diversity and inclusion. Yet, this responsibility is often one managers are unprepared to shoulder.

Despite conclusive evidence that managers greatly benefit from role-specific human skills training, they rarely receive it. In fact, 1 in 4 managers receive no training at all. Faced with difficult decisions in the inclusion arena, managers who drop the ball at a crucial moment fracture trust that is hard to repair. Rather than waiting for a slip-up, we recommend taking proactive steps to equip your managers with skills that empower them to be inclusive leaders. Here are 5 tips on how to be an inclusive leader: 

1. Prioritizing work-life balance

When striving to promote an inclusive working environment, it’s important to recognize the importance of work-life balance. As a manager, you can model inclusive behavior by setting clear boundaries and encouraging your team to do the same. Make flexibility a norm and accommodate the diverse needs of your workforce, such as childcare responsibilities, personal commitments, or religious observances.

Communication is vital: let employees know that your door is always open so they feel comfortable coming to you with relevant work-life balance issues that arise. By valuing work-life balance, you create an inclusive atmosphere that acknowledges individual differences. A study by the Harvard Business Review reveals that 89% of employees believe work-life balance is essential for overall job satisfaction.

2. Using inclusive language

To model inclusive behavior effectively, make a concerted effort to use language that respects diverse perspectives and backgrounds. Avoid gendered language, microaggressions, and assumptions about cultural norms. Be respectful about honoring peoples’ preferred pronouns. By encouraging a respectful open dialogue, you support an inclusive environment where employees feel heard and valued.

3. Modeling empathy

Empathy is the cornerstone of inclusive leadership. A study by the Center for Creative Leadership found that 40% of employees believe a lack of empathy is a barrier to leadership effectiveness. To model empathy, actively seek to understand the experiences and challenges of your team members. Recognize that everyone brings a unique perspective to the table. Acknowledge and address biases, and show compassion when team members face difficulties. 

4. Promoting inclusive decision-making

Inclusive leaders make a concerted effort to include diverse voices in decision-making processes. According to a recent survey, organizations that prioritize diverse decision-making are 70% more likely to capture new markets. As a manager, encourage diverse perspectives during meetings and decision-making. Create opportunities for all team members to contribute, ensuring that their input is valued and respected. This approach not only results in better decisions but also reinforces the importance of inclusion.

5. Providing inclusive feedback

Without feedback, there can be no progress. However, not all feedback is created equal. A study by Forbes found that 67% of employees surveyed believe their managers need to provide more feedback on their inclusive behaviors. As a manager, model inclusive behavior by giving constructive and unbiased feedback. Critically, make sure to commend inclusive actions and behaviors in your team members. By rewarding exemplary behavior, you reinforce the importance of inclusion and provide a roadmap for improvement.

Inclusive leadership: An ongoing effort

Learning how to be an inclusive leader plays a crucial role in fostering a healthy workplace environment. By prioritizing work-life balance, using inclusive language, modeling empathy, promoting inclusive decision-making, and giving conscientious feedback, you can lead by example and foster an inclusive work environment where all employees feel valued and empowered. The journey toward inclusive leadership is ongoing, and every effort counts in creating a workplace that celebrates diversity and embraces inclusion.

Integrating DEI training into busy manager schedules

Posted on by Teresa Sanchez

As the responsibility to drive DEI initiatives often falls on managers, finding ways to effectively integrate DEI training into their busy schedules is crucial. To ensure the success of DEI training for busy managers, the approach must be strategic, tailored, and easily digestible. Here are 4 key approaches that we’ve seen make DEI training more effective for time-strapped managers.

 

  1.  Keeping Everything in Context

Managers are essential change agents in any organization, and their roles are often highly dynamic. DEI training must be tailored to align with their specific responsibilities and challenges. By providing contextually relevant content, managers can understand how DEI principles directly impact their teams, decision-making processes, and leadership style. Training that integrates real-life scenarios relevant to their industry or role can help managers connect the dots between theory and practice. A sales manager might benefit from DEI training that addresses customer interactions and market diversity, while a project manager could focus on fostering an inclusive team culture. Research by Deloitte shows that tailored training can increase learning retention by up to 60%, indicating that contextually relevant content can lead to a deeper understanding of how DEI principles impact leadership and decision-making.

  1. Bite-sized Chunks: Learning in Manageable Portions

According to a report by LinkedIn, 58% of professionals prefer learning at their own pace, and micro-learning modules can enhance information retention by as much as 50%. Long, comprehensive training sessions are overwhelming for busy managers. By breaking down DEI training into bite-sized modules, information becomes more digestible and easier to integrate into their schedules. These short modules can be completed during downtime, allowing managers to absorb the material without disrupting their workflow. Each module can focus on a specific DEI topic, such as unconscious bias, inclusive communication, or equitable hiring practices. Encouraging managers to engage with the material at their own pace while minimizing disruption to their daily responsibilities. 

  1. On-demand Accessibility: Learning at Their Convenience

Research from the Brandon Hall Group reveals that 94% of organizations believe that on-demand learning has positively impacted their corporate learning strategy. The demanding nature of managerial roles often leads to unpredictable schedules. DEI training should be accessible on-demand, allowing managers to engage with the content whenever it suits them best. Online platforms or learning management systems can host the training materials, giving managers the flexibility to learn at their own pace and convenience. Resources that are available 24/7 ensures managers can engage when they have the time and focus to do so. 

  1. Measurable Impact: Tracking Progress and Outcomes

By implementing assessments and measuring behavioral changes, organizations can quantify the effects of training. According to a report by the Center for Talent Innovation, companies that assess their diversity and inclusion initiatives regularly are 57% more likely to improve their DEI performance. To make DEI training effective, it’s crucial to measure its impact. Implementing assessments, pulse checks, or reflection exercises after each module can help managers gauge their understanding and retention of the material. Regular check-ins and surveys can provide insight into whether managers are applying DEI principles within their teams and decision-making processes. Collecting feedback provides an opportunity to iterate and improve the content based on actual user experiences.

 

Encouraging managers to take ownership

Making DEI training work for busy managers requires a thoughtful and strategic approach. Contextual relevance ensures that training directly addresses their managerial challenges, encouraging them to take ownership, while bite-sized modules and on-demand accessibility make learning convenient. Measuring the impact of training ensures that DEI principles are being integrated into their leadership style. By embedding ease and flexibility into the DNA of DEI initiatives, organizations can empower their managers to lead inclusively.

 

Looking to improve your manager training? Find expert solutions in our Manager Skills Training guide.

Download our guidebook

 

Addressing Inequity for Black Women in the Workplace

Posted on by Teresa Sanchez

Despite the strides made over the years toward gender and racial equity, Black women in the workplace still face numerous barriers. These include unequal pay, limited career advancement opportunities, and persistent stereotypes.

Based on Census data from 2022, the wage gap for Black women compared to non-Hispanic white men is 67 cents for full-time, year-round workers and 64 cents for all workers (including part-time).

At Praxis Labs, we celebrate Black Women’s Equal Pay Day on July 27 to spread awareness of the ways pay discrimination and occupation segregation have historically harmed (and continue to harm) Black women in the workplace.

Data paves the path forward

That’s why we’ve gathered employee feedback on organizational areas to improve equity and inclusion. We looked across key employee lifecycle milestones from hiring to performance reviews. We analyzed the sentiments of over 12,000 learners, layering on demographic data like gender and race, to better understand the issues that women face — particularly those with intersectional identities.

Across the board, we saw gaps between men and women’s views about whether or not key processes within their organizations were equitable. Women of color, and in particular Black women, showed larger gaps. Here’s what we found:

Hiring

    • 75% of all men and 63% of all women agreed that at their organization, there were systems in place to ensure equity and inclusion in the hiring process.
    • When we break down that number further, we see 67% of Asian women and 65% of white and Latina women agree to this, but only 44% of Black women agree.

Mentorship and sponsorship

    • There is a gap between men (71%) and women (63%) who agree with the statement “My organization provides mentorship and sponsorship.”
    • When we again disaggregate these statistics, 67% of Latina and Asian women agree, 63% of white women agree and only 49% of Black women agree.

Compensation

    • 68% of all men and 62% of all women agree with the statement that they are “adequately and fairly compensated” for their work.
    • Again, reviewing this by race, 67% of white women and 65% Latina women agree, Asian women at 53%, but only 49% of Black women feel the same way.

Performance evaluations

    • 69% of all men and 68% of all women agreed that “there is a clear and defined system for evaluating my performance at work.”
    • A very high 70% of white women and 69% Asian and Latina women see that—but again, there’s a sharp drop for Black women, down to 57%.

So how do we, as workplace education experts, work to solve this?

While traditional diversity training methods have shown limitations in effecting meaningful change, immersive learning offers a solution.

Immersive learning facilitates the translation of knowledge into action by building the memory and muscle required to apply it in real-world situations; ultimately creating a feedback loop that connects learning outcomes and business goals. This approach, which capitalizes on dedicated knowledge and research about how people learn, has proven results, with research showing it can increase knowledge retention by up to 75%. 

When you add employee sentiment data into the mix, organizations can use the insights gathered on the challenges faced by their employees to inform more strategic initiatives that focus on creating more equity for all employees, and especially Black women in the workplace.

Many modern training platforms available today are designed to collect and analyze this data, enabling organizations such as ServiceNow, Uber, and Merck to identify potential inequities, track their employees’ pain points, and see their progress over time.

Another useful tool for self-evaluation is conducting a pay audit — or assessing how pay gaps in your organization break across gender and racial lines. This will help you gain insight into the biases that may be unfairly influencing your company’s compensation structures.

Nuance is critical

This data reinforces what many already know to be true: inequities in career advancement, hiring, and pay equity are still gendered, racialized, and nuanced. The data also elevates the importance of intersectionality and the understanding that even among women, experiences in the workplace can vary greatly when you layer on race and other identity factors. As Kimberlé Crenshaw said, “All inequality is not created equal.”

This offers a lesson that organizations must dive deep into their metrics. Only through reviewing data from an intersectional lens can organizations truly understand the most pressing areas of concern and who is most impacted. And in turn, only then can businesses create thoughtful, targeted policies and practices to produce equitable outcome

How people leaders can promote DEI in the workplace

Posted on by Teresa Sanchez

If asked, most forward-thinking managers today would say equity and inclusion are important to their leadership styles. But valuing something and promoting it are two different things. To usher the conversion of DEI commitments into actions, managers need to adopt strategies that go beyond mere sentiment, such as mentorship and psychological safety practices. These methods can help promote DEI in the workplace and drive better business outcomes: companies that prioritized these approaches saw saw a 17% increase in perceived team productivity, a 20% increase in positive decision-making, and a 29% growth in collaboration rates in 2022.

We recommend centering your manager training programs around these four strategies:

1. Developing and mentoring talent with humility

The best managers approach mentorship as a collaborative learning effort. Conscious that employees with marginalized identities face unique challenges in the workplace, they make themselves available to listen and accept feedback in equal proportion to giving it. The underlying principle here is humility. To ensure managers exercise humility daily, we recommend furthering their training in empathetic communication. Leveraging the perspective-taking power of immersive technologies is one proven way to show managers how to thoughtfully steer conversations and create a culture that encourages employees to share. Most importantly, it shows them how to admit when they are wrong or out of their depth.

2. Thoughtful advocacy

Being a good advocate means knowing how to bring employees’ DEI concerns to leadership. Asking questions like “What do you feel is holding you back?” and “What do you need to succeed?.” This practice empowers employees, ensuring they feel heard and valued, thereby boosting engagement. The importance of this can’t be overemphasized: Sixty percent of employees who left their companies in the last year did so because of a lack of inclusion and belonging. 

3. Promoting safe learning environments

Effective managers focus on creating an environment that encourages open dialogue, diverse perspectives, and continuous growth. One way of doing this is encouraging junior team members to speak up in meetings without fear of judgment and in a way they feel comfortable. This can include actively asking if they have feedback during the meeting, using chat features, or notes passing. It’s also important to recognize how unconscious biases may be causing an employee to disengage. By embracing these practices, managers pave the way for team members to engage more authentically and drive the organization’s success.

4. Inclusive teaching for improved retention

Equity-minded managers should invest in enhancing their teaching abilities, recognizing that learning levels the professional playing field. For instance, ensure learning opportunities are inclusive to neurodivergent employees and employees with learning disabilities. Instruct managers to use a blend of visual and auditory presentation mediums, make materials available for on-demand review, and provide opportunities for practice. This has been proven to increase retention for employees of all abilities.

As the connective tissue between an organization and its workers, middle managers decide whether DEI is something that’s nominally accepted or actively practiced. Putting inclusivity at the center of their mentorship, advocacy, and education techniques supports diverse talent to succeed. What’s more, it acknowledges that every employee, no matter how senior, still has room to grow.

 

Looking to improve your manager training? Find expert solutions in our Manager Skills Training guide.

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Unlocking the Business Case for DEI: Maximizing ROI, Engagement, and Innovation

Posted on by Anthony Santa Maria

The “business case” for DEI is, and probably always will be, a hot-button topic. Despite proof that there is a direct relationship between DEI, innovation, and financial results, business leaders are still not giving DEI the investment it deserves. 

In 2021, the Washington Post asked U.S. companies, which had promised a total of $49.5 billion to diversity programs, how much they actually spent. It received responses confirming less than 4% of that amount — $1.7 billion.

Business leaders often forget that people programs solve a pressing business issue. And one that long predates the pandemic and hybrid work: when employees don’t feel a sense of belonging at work, they check out. They don’t learn, they don’t contribute, they don’t stay. 

The cost associated with attrition is enormous — today, it’s nearly $350 billion a year! And a big share of that cost is directly related to a lack of inclusion and belonging. Sixty percent of employees who left their companies in the last year did so because of a lack of inclusion and belonging. 

Breaking down the business case for DEI

At Praxis, we get this question from our partners every day. What’s the business case for DEI? What’s the ROI? We love this question. Because when companies launch DEI programs with intention, the results speak for themselves.

To confront the ROI question head-on, Praxis called on our in-house experts to discuss the latest trends in DEI, ways to maximize ROI, and proven methods for improving employee engagement and experience. 

In our most recent webinar, called “Proving the Value of DEI Training: Measuring Impact and ROI,” Dr. Olivia Holmes (Curriculum Measurement Lead) and Sabrina Rønningen (Head of Client Impact) draw on a wealth of experiences working with Fortune 500 clients to show what DEI success looks like.

“The typical assumption is that having diverse employees means, inherently, that you’re able to capture more market share and perhaps expand productivity. This is true, but we’ve found it’s an incomplete narrative. What really does work is focusing on those levers that drive inclusion, belonging, and engagement.”

The answer to unlocking those levers, Rønningen explains, is data.

“When businesses have the appropriate data to know how and where to focus action, companies see increased success and innovation,” she explained.

Looking at recent data on what’s motivating DEI performance today, Praxis’s team identified the following trends:

More cross-functional partnerships

“Talent leadership is starting to take new shape, becoming more cross-functional. DEI departments are working closer with L&D, realizing that it really takes a cohesive effort” said Rønningen.

With 83% of organizations looking to build a more people-centric culture this year, and human skills singled out as a key priority for L&D teams, cross-functional departments are a must.

“We can’t expect to keep doing the same things every year, the same type and nature of programming and skills development, and expect a different result. Working across functional leadership within the talent team is a key takeaway,” said Rønningen. 

Be clear about what your business is trying to accomplish with learning

“Make sure you’re crystal clear from the start of every learning program how you’re connecting learning to the business,” said Rønningen. 

This ensures employees don’t feel their time is being wasted or that their learning is happening in a silo. Learning needs to be contextually relevant and be directly applied to employees’ day-to-day. Dr. Holmes recommends narrowing the focus of impact measurement to acquired competencies (or skills learned) and knowledge retention. 

Tracking skills gained alongside productivity and culture surveys directly show how your programs led to company success. 

Embrace the latest tech — or get left behind

Don’t be afraid to embrace the latest tech when upskilling your teams. Immersive L&D solutions increase confidence in skills application by 275%. This is because they’re designed to capitalize on knowledge and research about how people learn. When learning is done well, companies see positive results. 

“With one of Praxis’s clients, a Fortune 100 company, we saw that employees were +15% less likely to look for alternative jobs and +8% more motivated,” said Ronningen.

The changes in behaviors are also telling — “One of our earliest clients, a Fortune 500 Tech company, saw that even 8 months after training, over half of employees noticed changes at all levels of their org, including management and leadership” said Rønningen.

Partner for success

In the past decade, we’ve seen work spill beyond the office and become not just an extension of, but a primary expression of, our values and identities. In order to sync our work with those values — inclusivity and equity chief among them — we need to focus on our behavior and how it promotes (or inhibits) collaboration. This is true both within an organization’s teams and its external partnerships.

For many organizations looking to improve L&D, DEI and engagement, partnering with outside experts is the right choice. They have the resources and expertise to design and implement a forward-looking solution for the company. That frees up time for company leaders to focus on managing the day-to-day. And they can adapt the approach to stay up-to-date with the latest trends. This approach minimizes stress and maximizes results.

According to a report by McKinsey & Company, companies with DEI training see increased employee satisfaction and outcompeted their competitors by 36%.

“Recognize and settle into great partnerships and integrate them into that role you have,” recommended Rønningen.

Real change takes time

Creating a vibrant, inclusive company culture takes time. But prioritizing your people’s learning and development will generate trust and goodwill fast.  

“One of the best ways to support behavior change is to build knowledge, skills, and practice to help people deeply understand how to collaborate and work across differences, and to inspire psychological safety. This is the only way to inspire peak performance across teams” said Rønningen. 

Watch the full on-demand webinar