Planning and facilitating a diversity, equity, and inclusion (DEI) training can feel intimidating, particularly in today’s polarized political climate.
Even so, I remain deeply passionate about leading DEI workshops, particularly when they focus on the intersection of mental health, trauma, and the workplace. As a former executive board member of the Gay Coaches Alliance, I also facilitate workshops on allyship and advocacy for your LGBTQ+ employees, a topic that is close to my heart.
Over the years, I’ve noticed the same recurring missteps that prevent companies from delivering truly transformative DEI learning experiences for their teams. In this article, I highlight six of the most common ones I encounter and share what to do to elevate your DEI training to the next level.
Mistakes To Avoid When Planning A DEI Workshop For Employees
1. Failing to get executive buy-in.
As a professional public speaker, I’m most often contacted by human resources leaders to facilitate DEI training programs for their management team and employees. One of the first questions I ask is whether their C-suite is fully bought in.
If your organization’s senior leaders aren’t on board with DEI initiatives, you’ll face significant roadblocks in creating meaningful, lasting cultural change.
That’s not to say you can’t host a DEI workshop or training session without executive buy-in. You absolutely can! However, you’ll need to recognize the potential limitations and challenges you may encounter in order to set realistic expectations from the start.
2. Forgetting your company’s values and business objectives.
DEI training can often feel disconnected from an organization’s day-to-day work, and this lack of alignment can make it difficult for employees to see the relevance or importance of the training.
To ensure your DEI program resonates with employees, tie it directly to your company’s core values and business objectives. This will help you determine which topics to prioritize and make it easier to gain leadership buy-in. It also ensures that the training feels meaningful and actionable for attendees.
For example, I once facilitated a workshop for a group of human resources leaders focused on using universal design principles to improve diversity and inclusion in the recruitment process. By linking the training to a tangible business goal (enhancing hiring practices), it was easier for participants to see its value and apply what they learned.
If you want true results, your DEI training needs to be relevant, practical, effective, and aligned with your organization’s values.
3. Assuming baseline knowledge.
Everyone is at a different point in their DEI journey, which is why assuming baseline knowledge can lead to confusion or disengagement during a workshop.
When planning a DEI training, you must assess where participants are starting from and build shared definitions, even for terms that may seem obvious. For instance, “diversity” can mean different things to different people.
Establishing clear, shared language ensures everyone is on the same page and fosters more productive discussions.
4. Going too fast.
While an effective DEI training can spark awareness and action, it won’t transform your company culture overnight. Change takes time, and rushing the process can leave participants overwhelmed or resistant.
Since I often work with tech leaders, I like incorporating data into the DEI process. Tools like the Intercultural Development Inventory (IDI) can help assess where participants are on their cultural competency journey and provide benchmarks for growth over time.
Patience is key! According to IDI research, measurable progress often takes three to nine months with consistent coaching.
5. Choosing exercises and topics randomly.
Selecting random exercises or activities, especially ones you find online, can backfire if they’re not deeply customized to your team’s readiness for change and unique needs.
For example, introducing an advanced intercultural competitive activity to a team with little prior exposure to DEI concepts can lead to resistance rather than engagement.
You must carefully consider your team’s current level of understanding and choose exercises that meet them where they are while still challenging them to grow.
6. Not investing in an external facilitator.
Hiring an external facilitator demonstrates to your employees that your organization is serious about DEI, rather than just paying lip service to it.
A skilled facilitator brings expertise, objectivity, and fresh perspectives that can elevate your training experience. As you evaluate potential trainers, consider asking them questions like:
- How do you develop your DEI training programs? What steps do you take to customize them to the audience and their unique needs?
- How do you handle attendees who are resistant or haven’t “bought into” DEI training programs?
- How do you measure the success of your DEI programs?
- What’s your area of expertise? How did you develop your knowledge in this field?
- How do you stay up to date on the latest DEI trends and best practices?
Taking the time to thoughtfully vet facilitators will help you find a professional who aligns with your organization’s culture, goal, and values.
DEI Workshop Topics
There are countless topics you could explore when educating employees about diversity, equity, and inclusion. The following are some ideas for your next workshop or training session:
- Diversity vs. Equity vs. Inclusion vs. Belonging
- Unconscious Bias in the Workplace
- Power and Privilege
- Intersectionality
- Race and White Supremacy
- Gender and Sexual Orientation
- Microaggressions (and Macroaggressions)
- Bystander Intervention
- Cultural Differences (The Intercultural Conflict Style Inventory is helpful here)
- Managing Personality Differences (The MBTI can be powerful here)
- Neurodiversity and Mental Health Awareness
- Disability Awareness and Inclusion
- Universal Design
- Multigenerational Workforces
- Heritage months (e.g. Mental Health Awareness Month, LGBTQ+ Pride Month, LGBTQ+ History Month)
As you select topics for your workshop, consider your employee demographics, client needs, and organizational goals.
Final Thoughts For A Successful DEI Training
My hope is that these tips empower you to plan an impactful workshop for your team. As a reminder, change takes time, so don’t expect yourself or your team to become DEI experts overnight. Celebrate small wins and learn from the process.
If you’re seeking an external facilitator who can design a meaningful and memorable DEI learning experience for your team, please reach out. I’d be happy to discuss the possibility of creating a workshop that meets your organization’s needs and inspires lasting change. Together, we can build a more equitable and inclusive workplace. We’ve got this!
