How Do You Receive Effective Diversity And Inclusion Training?

An increasing number of organizations want employees to take responsibility for their growth and development decisions. This ownership aspect fits in well with the overarching need that drives successful participation in diversity and inclusion courses online. The desire to truly evolve into better human beings and to make a meaningful contribution within one’s circle of influence is paramount.

This is important as growth on the diversity and inclusion front is not simply a matter of being exposed to the right knowledge, skills, and experience with a natural progression towards mastery. Life is a lot trickier than what even the best equality and diversity e-learning can prepare us for. Once we have been through all of the complementary courses, including leadership skills training courses online if appropriate for us, it is an individual commitment.

We need to think carefully about where we are in our progression in the various areas and begin to plan what we still need to do to achieve our various development goals. Diversity and inclusion courses online develop our ability to treasure being unique and authentic. This must feed into each individual’s growth and development program as well. What must be prioritized and why. We may need to customize our approach as individuals to gain the most from the learning undertaken. Certainly, given this enlightened understanding of individualism, we know one size will not fit all.

Our Decisions, Our Results

In terms of any self-directed learning approach, the most critical step is self-evaluation. This involves a great deal of honesty about our absolute strengths and weaknesses; plus, our ethics, values, and morals. The genuine introspection we must undertake, on what we have learned and how we can apply it in our lives, goes to the core of what is dealt with during diversity and inclusion courses online. Growth and development only come into their own when we change and transform. There needs to be a visible impact so that we can be factual about measuring our progress.

Equality and diversity e-learning is well suited to self-directed learning as we can look at individual and group issues, dynamics in a safe space and easily project ourselves into situations without actually being there. 

This allows participants’ mature thoughts on a range of matters that could be reasonably threatening or risky if not a simulation. E-learning allows us to establish our comfort zones well in advance of having to live the realities. Psychological and emotional preparation feeds into the necessary behavior changes demanded for the effective adoption of diversity and inclusion strategies, plans, and programs.

Once we realize that we need to take charge of all learning outcomes related to diversity and inclusion training, it makes sense that we cannot take a back seat in determining how we navigate our lives in relation to all others. There is therefore a greater sense of urgency and pride when we make the decisions on the learning front that will facilitate and enable us to become all that we imagine we can be within the world. Growth and development are no longer what we get, but what we desire and chase wholeheartedly. With ownership, we become creative, resourceful, and can more readily scale any barriers to finding the right paths in learning. When we want to rather than have to, ultimately that makes all the difference.


Jeff Campbell