If you’re still wondering promoting diversity needs to be a priority within your leadership and development applications, the answer is obviously evident and quite straightforward through research. Furthermore, organizations that promote diversity and inclusivity during their business strategy, also earn greater profits. The millennial production is now the biggest in the workforce. According to a report published by the United States Census Bureau, they’re also the most diverse production ever. The requirement has increased for workplaces that encourage diversity. But based on the Harvard Business Review, 78 percent of workers said they work. The same study concluded that a lack of diversity in leadership accelerates innovation and prevents minority groups out of being recognized because of their contributions. Encouraging diversity via your organization’s leadership programs enhances workplace culture, attracts new talent, and promotes profits. Recent reports also have proven that companies who rank higher for racial and ethnic diversity are 35% more likely to earn greater profits than their opponents (1).It was also found that a greater representation of women in C-suite degree positions results in 34% greater profits. (2) Therefore, it is fairly evident that promoting diversity through your leadership applications is crucial to success. In this article, we are going to share with you five distinct ways that you can encourage diversity on your coaching program. Provide Training Content for a Diverse Audience it is crucial to be strategically inclusive when creating content to your leadership development applications. You will be training high potential leaders who have different learning preferences and ability levels. Programs that provide employees distinct formats and coaching methods to select from empower employees to engage with learning material in a means that best works from them. There are a lot of approaches you can provide a variety of learning materials for your leaders at training. A successful strategy, particularly for corporate coaching, is to use a blended approach. Where 70% of this training is experiential, training applications utilize the 70:20:10 framework, 20 percent is social learning and 10 percent of this program is focused around instruction. Employing a mix of training methods like mentorship, job assists and eLearning simulations greatly increases the impact and effectiveness of your leadership training. Use Inclusive Visuals The visuals and graphics that you use on your training program also need to boost diversity and inclusivity. Whether you are sharing an infographic, are selecting pictures or creating content to your leadership program, it is best to keep diversity in mind. Workers and representation matters are receptive to understanding the content they could relate to. In the event you decide on pictures with individuals that all look exactly the same and do not represent your workers, you risk sending the message that their presence is not important. Ask for and Utilize Feedback Ask for employee comments during the development phase and after the program was implemented. By asking for comments, workers are given an opportunity to share valuable insights regarding inclusion and diversity. Your leaders are able to help you tackle and identify any issues they encountered during their leadership journey. Utilizing employee feedback guarantees that the training plan reflects the audience you’re trying to teach. Monitor Your Own Talent Pipeline It is vital to keep track of who participates and efficiently completes your leadership training regime. This information might be useful in identifying patterns or issues linked to diversity. For example, while tracking your learning application you will notice that a particular group of workers has been chosen for leadership coaching. Or there might be a particular group of workers in your organization who are not completing the instruction. Actively tracking your gift pipeline will help you know if learning uptake is reduced for a team within the organization and rework on your coaching strategy to make it more inclusive. Integrate the Topic of Diversity and Inclusion into the App Integrating topics like diversity and inclusion on your practice will send a message that diversity is important. It is also a powerful way of showing your workers the ways that they can promote inclusion and diversity as leaders. This helps spread 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 positive business impact as well. Coaching could be adapting within management applications, leading to enhanced morale, a better company civilization, and ultimately, greater profits. A diverse workforce that’s inclusive leads to greater innovation and employee satisfaction — a clear win-win for all. To learn more about leadership coaching watch our video 5 Questions Your High Potential Management App Must Address that highlights the need to create a successful development application for accurate and consistent HIPO retention and identification.