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Executive Leadership: The Need for DEI Training

Organizations across the globe have acknowledged the need for diversity, equity and inclusion (DEI). Despite this, a number of organizations are not seeing the long-term benefits, so what's the disconnect?

Many companies are focused on theories rather than giving people the skills to be inclusive leaders. A Brandon Hall Study found that only 21% of senior leaders received training on managing diverse employees. For DEI to be ingrained in the company culture, leaders need to be inclusive.

Employee Engagement

Managers are one of the biggest driving factors in employee engagement. Employees who feel like they belong and that their manager promotes a “trusting and open environment” report higher levels of engagement (Gallup, 2021).

The need for inclusive management is clear, but managers are not ready to have uncomfortable conversations. Around 6 in 10 managers in the United States said they were not prepared to talk about race and equity with their employees. More than that, less than half (41%) of managers reported having DEI training, a similar rate among employees (42%) (Gallup, 2021).

Inclusive Leadership

We have talked about why it is important, but what does an inclusive leader look like?

Inclusive leaders are aware of their biases and actively seek new perspectives to manage more effectively.

Once leaders become self-aware of their biases, they can begin to lead more inclusively. They can commit to making an equitable, fair and supportive environment.

As the word suggests, unconscious bias is unintentional. That is why training is so important. Without the knowledge and training, you can’t properly identify your biases. Companies that invest in DEI training understand the long-term benefits of inclusive leadership.

Inclusive leadership takes time, but we are here to help. Call FIG Strategy & Consulting at 800.834.4946 or book your consultation today to learn about DEI training for your company.


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