For the 21st century office, if you are still wondering why boosting diversity needs to be a priority within your direction and development applications, the answer is evident and simple through validated research. Modern employees prefer to work for businesses that promote diversity — of race, gender, or physical special needs. Additionally, organizations that encourage diversity and inclusivity during their company strategy, also earn greater profits. The millennial production is currently the biggest in the workforce. According to a report they are also the generation in history. The requirement has increased. But according to the Harvard Business Review, 78% of employees said they work at organizations that lack diversity in leadership positions. (2) Therefore, it’s fairly evident that promoting diversity through your leadership applications is crucial to success. In this guide, we’re going to share with you five different methods that you can support diversity in your training program. Provide Training Posts for a Diverse Audience it is vital to be strategically inclusive when creating articles on your leadership development applications. You’ll be training potential leaders that have skill levels and different learning preferences. Training programs that give formats and training approaches to select from to employees, enable employees to participate in learning content in a means that best works from them. There are many approaches in which you can offer many different learning stuff for your leaders at training. An effective strategy, especially for corporate training, would be to use a mixed approach. Where 70% of the training is experiential training programs utilize the 70:20:10 frame, 20% is societal learning and 10 percent of the program is centered around instruction. Employing a combination of training techniques like mentorship, job assists and eLearning simulations greatly increases the impact and effectiveness of your direction training. Use Inclusive Visuals The graphics and images that you use in your training program also need to encourage diversity and inclusivity. Whether you are producing content to your leadership program, sharing an infographic or are picking pictures, it’s ideal to keep diversity. Employees and representation things are receptive to understanding the content they could relate to. If you decide on pictures with individuals that all look the same and don’t represent your employees, you risk sending the message that their presence isn’t important. Ask for and Use Feedback Ask for employee comments during both the development phase and after the program was implemented. By asking for comments, employees are given an opportunity to share valuable insights concerning inclusion and diversity. Your prospective leaders are able to help you tackle and identify any problems they encountered throughout their leadership journey. Utilizing employee feedback ensures that the training program reflects the audience you are trying to teach. Monitor Your Own Talent Pipeline It is imperative to keep track of who participates and successfully completes your leadership-training program. This information can be helpful in identifying patterns or problems related to diversity. For instance, while tracking your learning program you will notice that a specific group of employees hasn’t been being selected for leadership training. Or there might be. Actively tracking your gift pipeline will allow you to understand if learning uptake is reduced for a group inside the organization and rework in your training approach to make it more inclusive. Integrate the Topic of Diversity and Inclusion to the Program Integrating topics like diversity and inclusion in your practice will deliver a message that diversity is important. It is also a method of showing your employees the ways they can promote inclusion and diversity. This helps disperse inclusion and diversity during the organization. Conclusion Implementing the 5 strategies makes it possible to produce an effective leadership training program that promotes diversity and promotes a more positive business impact as well. Training could be adapting within management applications to champion diversity, leading to higher profits morale and ultimately, a company culture. A diverse workforce that is inclusive leads to better innovation and worker satisfaction — a clear win-win for all. To learn more about leadership training watch our video 5 Questions Your High Potential Management Program has to Address that highlights the requirement of producing a successful development program for consistent and accurate HIPO identification and retention.