Diversity, Equity, and Inclusion Training

Organizations today are more diverse than ever before, and, with a healthy workplace culture, diversity can become one of your company’s most important assets. OperationsInc provides live and interactive diversity, equity, and inclusion training solutions that support your team members by creating a foundation for an inclusive work environment.

Whether your organization is starting to lay the groundwork for inclusion or looking to make it an embedded facet of your culture, OperationsInc can provide the right level of training and support.

This isn’t check-the-box training — each program is fully customized with clear, actionable takeaways that support your employees and their unique needs.

From one-on-one coaching to large group sessions, our customized training series can be delivered in-person or virtually and create a learning environment that is safe, engaging, eye opening, and impactful for all participants. These benefits are far-reaching, supporting broader organizational goals.

What OperationsInc’s Diversity, Equity, & Inclusion series provides:

Your OperationsInc training specialist will first work with you to understand your current work environment and concerns, employee needs and concerns, and company goals. Each program is then specifically tailored to fit your precise needs, both in terms of content delivered and course length. We deliver our training through active, engaging formats.

Customize your program to include introductory training, engagement workshops, ongoing series, and expert advisory services. All of these courses are available in a one-one-one coaching format and can be presented by a bilingual trainer for Spanish speaking employees.

Introductory Training

Our essential introduction course may be delivered as a meeting (20 attendees max) or as a webinar (50 attendees max). The curriculum typically includes:

  • Awareness of bias, unconscious bias, stereotyping, microaggressions, and prejudice and the impact they have on the workplace
  • Different types of privilege and their effect on working relationships
  • Ways to become a supportive advocate, upstander, and ally creating a respectful and professional work environment
  • Specific issues, identified by you, that your individual firm is facing, along with strategies to address them
Engagement Workshop

Following the foundational introductory course, our Diversity, Equity, and Inclusion Engagement Workshop is designed to provide more detailed and in-depth discussions, including multiple breakout sessions among attendees. Discussion topics typically include:

  • Recognizing microaggressions, how they manifest, and how to respond to them as a recipient, as someone who has committed a microaggression, and as a witness to one
  • Navigating unconscious bias, including how implicit attitudes and social conditioning shape our decisions and the interactions we have with one another when building workplace relationships
  • Inclusion and belonging, with skills that contribute to creating a supportive and inclusive culture that will improve retention, provide support, and help employees grow professionally
  • Allyship and best practices to becoming an ally in the workplace to advocate for those who have been traditionally excluded, marginalized, and discriminated against
Engagement Workshop Series

As an alternate to our one-time engagement workshop, our customizable Diversity, Equity, and Inclusion Series aims to truly entrench DE&I as part of your corporate culture through regular, guided discussions on specific topics that you determine. Pre- and post-work is provided with each session. Complete four 75-minute sessions to receive a certification.

Series session topics can include:

  • Inclusive leadership
  • Strategy and action planning
  • Addressing unconscious bias
  • Inclusion and belonging
  • Recognizing and responding to microaggressions
  • Allyship and advocacy
DEI Advisory Services

For change and progress at the highest levels, we offer Diversity, Equity, and Inclusion advisory services. Our veteran, specialized HR leadership can engage with your executive or HR team as an on-call Chief Diversity Officer, available to participate in virtual or on-site meetings, provide input and advice, and contribute to strategy and decisions, for as long as you need them. This service allows businesses of all sizes to benefit from expert insight and leadership around diversity and inclusion.

For more information about our diversity, equity, and inclusion programs or to schedule a session, contact our experts.


What is diversity, equity, and inclusion training?

Diversity, equity, and inclusion training supports employees in understanding how best to work with other people. This includes differences in sexual orientation, gender identity, nationality or national origin, religion, physical abilities, neurodiversity, and age.

This type of training places emphasis on how employees and managers can be inclusive of everyone they encounter in the workplace. Plus, diversity training helps employees understand the benefits of diversity. For example, when team members learn to recognize unconscious bias, they’ll be better equipped to make decisions that benefit everyone.

What are the benefits of diversity, equity, and inclusion in the workplace?

Workplace diversity has tangible benefits that manifest throughout an organization. The positive impact of employee equity is reflected on the bottom line: Companies that rank in the top quartile for ethnic and racial diversity in management are 35% more likely to have financial returns greater than their industry mean. Similar benefits are seen when companies prioritize gender and age equity.

A customized diversity training program like our builds an inclusive culture that ultimately drives company performance.

Diverse teams are more creative and innovative

Members of a diverse workforce bring with them a variety of unique skills and experiences. Cross-pollination of these backgrounds helps teams to generate new ideas faster and more efficiently. Team members from homogeneous backgrounds are more likely to generate similar ideas and therefore be less innovative. 

Diverse teams tend to stick to the facts rather than fall prey to subjective reasoning. This allows them to focus on actionable insights and make decisions that contribute directly to company goals.

Multicultural and multigenerational workforces bring divergent perspectives on local and global markets. This variety provides the company with a competitive advantage over organizations with more homogeneous teams. For example, a team made up of individuals from roughly the same background may miss crucial information because they lack specific experience.

This is especially true for multinational organizations. Trying to force the culture of the home office onto remote offices could backfire by not allowing local teams to put their knowledge to use. With an understanding of local norms, languages, and competitive markets, teams can design better products and services, create more effective marketing campaigns, and better serve the needs of local customers.

Employee equity programs benefit hiring initiatives

When researching potential employers, more than two-thirds of job seekers consider diversity to be a positive factor. Companies without a strong diversity and inclusion program may therefore miss out on attracting talented individuals. Over time, this could have a significant impact on the organization’s financial performance.

Employee equity affects current and future employees. Companies that focus on creating an inclusive environment open up their talent pool to many more people with the skills needed to drive the company forward. 

Diversity and inclusion efforts also benefit employee retention. When team members feel valued and respected, they are less likely to seek out opportunities elsewhere. This reduces attrition rates and can minimize hiring spend.

Teams with diverse backgrounds offer a competitive advantage

In a competitive environment, the ability to adapt quickly to changing market conditions is crucial to company performance. Diverse teams with a wide range of skills and experience can more quickly respond to novel challenges, spot market gaps, and leverage opportunities as they appear. They’re less likely to get entrenched in a single way of thinking or doing things. This can help your company stay abreast of new trends and avoid getting disrupted by new competitors.

How do organizations build an effective diversity and inclusion strategy?

While there’s no one right way to build inclusivity into your organization, there are a number of concepts that translate to any organization. Customized training, like that provided by OperationsInc, is one of the most effective ways to drive meaningful change at your organization.

Get leadership involved

Without buy-in from leadership, diversity initiatives may struggle to achieve their intended goals. While these programs typically fall to the ownership of HR, it’s important to understand that everyone within the organization needs to be an active participant. The C-suite may not need to own the diversity program, but its members should help drive strategy, demonstrate inclusive principles, and advocate for change. Not only will this ensure there are resources available for the program, but it will also show employees that leadership is empathetic to their needs.

Importantly, leadership’s involvement shows employees that there is room for personal growth and development within the organization. By showing that everyone has a path forward, employees will be more likely to stay with the organization while looking for opportunities to develop their careers.

Don’t focus solely on statistics

It’s too easy to look at demographic data and decide your organization is meeting its diversity and inclusion goals. For example, raising the number of ethnically diverse employees on a specific team may be important — but diversity for the sake of diversity is not the end goal. So while objective measurements of employee equity have their place, it’s equally important to measure the success of your program in more subjective ways.

For example, surveys and assessments performed during and after our training sessions can help you understand how employees feel, helping us design a program with actionable outcomes. HR should look for ways to understand how the diversity initiative supports hiring, onboarding, and succession planning, as well as how it shapes the company’s unique culture.

Remember that inclusivity is an ongoing process

We can’t promise an inclusive culture after a single training session. Inclusivity is an ongoing process. It’s about building a culture that supports diversity and the equitable treatment of all team members. 

The continual evolution of social justice will have a direct impact on employee inclusivity. For example, current events can change the conversation overnight, shifting the focus of inclusivity into a new light. At the same time, other developments like the growing popularity of remote work can have far-reaching and unintended consequences on company culture. HR leaders must keep a pulse on the organization to quickly identify and resolve gaps as they appear.

Build a sense of community and camaraderie

While the discussions that come out of our diversity training sessions can be intense, they can also be joyful. Through open discussion, these sessions can build a stronger sense of community and connection among employees. When people feel comfortable being their true  selves — rather than trying to conform to a perceived cultural standard — they can focus on being productive team members. This leads to greater levels of cooperation and collaboration, sparking innovative ideas that benefit the organization as a whole.

Consider the needs of individuals

An effective inclusivity program should provide space for individuals to voice their opinions and concerns. By soliciting feedback from team members, we can help your HR team identify where the program may be falling short. Through one-on-one conversations, polls, and anonymous surveys, employees can directly contribute to the future of the program. This sets up everyone for success and ensures that the program continues to improve over time.

Who needs to take diversity, equity, and inclusion training?

Diversity programs should involve everyone at your organization — no one is exempt. At the same time, customized training can support the unique needs of your organization. Training can support the development of your culture in a positive, inclusive direction, or it can help to address a specific incident that occured in the workplace.

Inclusivity means that everyone has a voice. We will work with your team to create the right training and development program, so everyone from the C-Suite to junior team members can understand what’s expected of them.

How is diversity, equity and inclusion training delivered?

At OperationsInc, our diversity and inclusion training is always live, interactive, and customized for your organization, whether delivered in-person or online. Engagement workshops and series sessions are designed to encourage active discussion, followed by a debrief and response strategies. Attendees walk away with a deep understanding of how to personally contribute to creating a supportive and inclusive culture.

Diversity and inclusion programs not only benefit existing team members, but also future hires. Candidates today seek out organizations that prioritize the equitable treatment of employees. A strong commitment to inclusivity can increase the quality of incoming talent and ultimately boost company performance.

Ready to get started? Get in touch with our experts today.