As organizations strive for diversity and inclusion in the workplace, it is increasingly important to ensure that D&I training is conducted in a supportive and non-coercive environment. Proper training can create a safe space for employees to discuss workplace experiences, practice interpersonal skills, and learn expected behaviors, ultimately fostering a more inclusive workplace for all. Here are six key steps to keep in mind for proper D&I training in the federal government:

1. Obtain consensus on “ground rules” for class interaction

It is crucial to establish clear guidelines for class interaction early in the training activity. Obtaining consensus on what is permissible to discuss in class and what is not can help create a safe and respectful environment for participants to share their experiences and engage in meaningful discussions.

2. Assure proper regard for participant’s privacy and constitutional rights

Training must be conducted with proper regard for participants’ privacy and constitutional rights. Participants must feel confident that their privacy will be respected and their constitutional rights protected during training.

3. Avoid training methods that induce unnecessary psychological stress

While some training programs might, of necessity, have the potential to induce psychological stress, it is important to avoid methods that will induce unnecessary stress. For example, a course that simulates the stresses present in the employees’ work environment should only be used if it is in the government’s best interest.

4. Allow sufficient time for processing and monitoring participant reactions

Allow sufficient time for participants to process each learning exercise and continually monitor participant reactions. If issues arise during training, it is important to take appropriate measures to address them.

5. Determine if managers/supervisors should attend with employees

It is important to determine if managers and line supervisors should attend training with the people they supervise. If employees attend training with their supervisors, both should be advised of any agency policy regarding the disclosure of work-related diversity issues.

6. Advise of agency policy on disclosure of diversity issues

Employees should be advised of any agency policy regarding disclosure of work-related diversity issues. This can help create a more transparent and open environment for discussion and learning.

By following these guidelines, organizations can ensure that D&I training is conducted in a supportive and non-coercive environment, where participants feel safe and comfortable discussing workplace experiences and learning expected behaviors. Let’s work together to foster a more inclusive workplace for all.