As organizations continue on their journey toward inclusive excellence, two roles stand out as catalysts for positive change: the training manager and the diversity, equity and inclusion (DEI) practitioner. While seemingly distinct in titles, these two roles share a remarkable synergy that can revolutionize the way companies approach learning and inclusivity. Both roles partner with business leaders to support strategic initiatives, create tools and resources for a wide variety of employees and measure the outcomes of their efforts. Read on for additional insight and best practices on offering better support, creating better tools and demonstrating better impact for your deliverables.

Supporting Strategic Initiatives

Training managers and DEI practitioners are at the forefront of supporting strategic initiatives because both roles require engaging with key decision-makers at all levels of the organization. While not always easy to establish, this collaboration enables them to align their efforts with the vision of the company and gain the necessary buy-in and support from those in positions of influence.

Here are three tips to help build partnerships to support strategic initiatives:

1. Regularly engage in open and honest conversations, listening to the perspectives and insights of leaders and stakeholders before designing any program.
2. Take the initiative to reach out to leaders and stakeholders, seeking their input and involvement in shaping D&I initiatives.
3. Demonstrate expertise and knowledge in the areas that impact the business the most.

Building strong partnerships with leaders and stakeholders allows both training managers and DEI practitioners to have a significant influence on the success of strategic initiatives because both roles are best positioned to leverage their power and influence to create partnerships in a way that makes others feel valued and supported.

Creating Tools and Resources for Diverse Audiences

The biggest hurdle here can often be assuming a one-size-fits-all approach. If every employee brings a different level of cultural diversity to the work experience, then chances are their approach to getting a specific job done will also differ. One approach to correct this misconception would be to create tools and resources in a way that is inclusive and accessible to all employees. This might include considering different learner preferences, cultural backgrounds and abilities when designing training materials. Here are three tips to help create better tools and resources for diverse audiences:

1. Incorporate diverse perspectives and representation in the content to empower individuals from all walks of life to fully engage in the learning process.
2. Leverage technology to allow employees to access training materials at their own pace and convenience.
3. Provide customizable options and flexibility in your tools and resources, including language offerings and interactive elements.

This unique approach acknowledges and respects the individuality of employees, empowering them to fully participate and excel in their professional development.

Measuring the Impact of Deliverables

Measuring the impact of training and DEI initiatives is crucial to demonstrate the value and effectiveness of these efforts. In fact, measurement is the single most important element that determines whether an initiative was even worth the work. The challenge often revolves around what to measure and who values that information.

Here are three tips to support measurement best practices:

1. Measure changes in employee behavior, knowledge acquisition and organizational performance indicators.
2. Gather feedback and insight from employees, leaders and stakeholders to assess the perceived impact and effectiveness of the initiatives.
3. Utilize quantitative and qualitative data to capture both tangible and intangible outcomes, such as increased employee satisfaction.

Training managers and DEI practitioners have more in common than one might imagine. Both roles have a multitude of ways to contribute to creating an inclusive work culture. Applying the above tips could unlock immense potential to drive positive change within the day-to-day operations of any organization.