9 Types of DEI training to implement at your nonprofit

Battling prejudice and bias in the world means simultaneously battling prejudice within our own walls. To make this a reality, nonprofit organisations should implement effective diversity, equity and inclusion (DEI) initiatives. We’ll take a look at the different types below. 

What are DEI initiatives?

DEI initiatives are the practical steps an organisation can take to create a diverse workforce, make every member of the team feel included and guarantee fair treatment across the board. At its core, DEI is a human issue; these initiatives are geared towards establishing a work atmosphere that’s free of segregation and, therefore, friendly to the entire workforce.

Diversity, equity and inclusion are more than just buzzwords. Organisations that implement them enjoy:

• Boundless innovation, thanks to the diversity of experiences, perspectives and skillset
• Enhanced morale, productivity and profitability (according to one report, diverse organisations earn 2.5 times higher cash flow per employee)
• Improved employee engagement and retention 
• Greater brand reputation  

How to implement DEI in the workplace

To implement DEI initiatives in your organisation, you’ll need to first prioritise DEI and communicate its importance. You’ll need to ensure accountability within your leadership team to enforce your initiatives, and you’ll need to be sure both your leadership team and overall staff come from diverse backgrounds. 

It all starts with training. To soundly educate your nonprofit’s employees on the ins and outs of DEI, a multi-faceted approach is necessary.

Let’s go over some various DEI training methods you can employ. 

1. Awareness training

An exciting way to train your team in diversity, equity and inclusion is awareness training. This type of training basically enlightens the employees on the diverse nature of your nonprofit’s workforce. It should point out the devastating effects of discriminatory and inequitable practices and give your team a good idea of how suitable the work environment will be if DEI is implemented. 

2. Anti-oppression training

Educating your employees on the historical context of oppression and the harmonious relationship between positions of power and privilege is an excellent way to provide background and context on the issues at large. Anti-oppression training emphasises an advancement from mere colleagues to “comrades in the struggle”. It encourages employees to take a firm stance in acknowledging, reassuring and speaking up for their underrepresented and marginalised teammates.       

3. Inclusive management training

A top-down approach during DEI training for nonprofits can be a game changer. Inclusive management training cultivates the mindset and language of the leaders of your charitable organisation. It can uncover discriminatory and oppressive systems while encouraging your management team to understand and deal with any existing prejudicial notions.       

4. Community engagement training

You could add more fun to your DEI training programs by encouraging your team to get involved in community service and engagements.

It’s important to make connections within your diverse communities. This could mean taking an active role in community events or inviting community guests to join panel discussions to talk about their communities. Community members will feel a part of your broader mission when they are asked to play a meaningful role in the decision-making or execution of programs and initiatives. 

In short, community engagement training can yield:

• Integration of community members into the decision-making process of various projects
• CSR initiatives from a DEI standpoint
• Collaboration with other institutions in the community for popular good   

5. Accommodation training

Another important DEI training method includes providing a voice to your team so they can advocate for their needs. This will provide a way for your team members with different physical, environmental or religious needs to help define safe spaces in the workplace. Its essence lies in the fact that certain adaptations can’t be anticipated or standardised. Thus, it behoves the concerned individuals to request accommodations to address their needs.    

6. Sensitivity training

Placing empathy at the heart of your DEI training programs can be a captivating experience for your team. Sensitivity training prioritises authenticity and respect in the course of interaction among your employees. It nudges them to be cognizant of differences in terms of culture, identity, religion, background or any other aspect and steer clear of statements and actions that might seem disrespectful to others.  

7. Facilitated conversation training

Creating room for dialogue is another fantastic way to involve in DEI training for your nonprofit employees. Facilitated conversation training creates the much-needed room for underrepresented team members to be heard. It fosters amicable expression of concerns, discussion of related issues and sharing of ideas on how best to move forward.   

8. Unconscious bias training

Popularly termed implicit bias training, this method of educating your team exposes the subtle ways our prejudices creep up on us. It encourages introspection as it drives your team to identify their biases moulded by society and stereotypes. Once the root of these warped assumptions and judgments about other demographics is revealed, it can be easily dealt with.    

9. Common ground training

We’re all different, but we also are sometimes the same! Common ground training seeks to highlight the similarity in the goals and values of the various employees. This will put the entire team on the same page and encourage them to proceed as one.

These nine methods above will you help you build a framework around diversity, equity and inclusion training at your nonprofit, which can help you drive impact within and outside your own walls. For deeper insight, read our posts on how foundations can build DEI into grantmaking and reduce bias in grant funding.