How can a Diversity and Inclusion training program be delivered with a Central European Perspective?

March 18, 2024

Diversity and Inclusion training objectives can be challenging to reach for organisations. Here we share the findings of a large-scale training project run with a corporate client based in central Europe.

 

Expert training designers: tailor-made content

Training Solutions partnered with a corporate client to develop and deliver a company-wide Diversity and Inclusion interactive training course.

Training Solutions recruited recognized experts to develop program content incorporating local Central European cultural perspectives to ensure best fit for the audience.

Project Scope: large volume

Training Solutions worked closely with the client’s local and regional Diversity & Inclusion teams, delivering multiple iterations and pilot sessions to ensure course content was the optimum fit.

The training program was delivered to 3,000 employees, over 150 sessions. the majority of Hungarian origin but with participants from more than 48 nationalities.

 

Achieving Behavioural Change:

Training Solutions worked closely with D&I client representatives and employee focus groups incorporating testimonials from company employees as the focus point of the training course.

These real-life stories from employees’ experiences both in the local office and in the community were chosen for their ability to create a powerful impact.

A key objective was identified to create a safe space where employees would be able to share their experiences and feelings and react to the employee’s testimonials.

Key target groups were identified: those participants who felt threatened by the course content and those who challenged the impact of the employee testimonials.

Facilitators had the opportunity to promote behavioural change with these target groups with open questions to ask participants to try to explain why they felt threatened. Another effective tool to promote behavioural change was for facilitators to enable conversations between colleagues in small working groups within the training course.

The key target groups who displayed resistance were exposed to alternative viewpoints about privilege, gender equality and racial discrimination within a context related to their own working environments.

 

Post program swot analysis

 

Strengths

  • Employees have clarity on company core values and find them relatable
  • A proportion of the local workforce understand the importance of D&I
  • D&I initiatives help reinforce the reputation of the company

 

 

  

Weaknesses

  • Some employee view D&I as a ‘foreign-imposed concept’
  • Apathy or resistance from employees who lack awareness about different points of view
  • Resentment towards perceived unfairness of affirmative action programs
 

Opportunities

  • D&I learning groups are most effective when they deal with leadership situations
  • Training needs to be grounded in real situations
  • Next step: build awareness of how to support colleagues facing difficulties related to cultural differences

 

  

Threats

  • Forcing D&I concepts may be counterproductive and labelled as ‘cancel culture’
  • Difficulty of making change outside of the safe space within the company
  • Female employees face significant barriers within certain divisions of the company

 

 

Key recommendations and findings:

The impact of Diversity & Inclusion programs is significantly improved when sponsored by a representative from local senior management.

Using real-life examples from company employees and building training material with an understanding of local central European perspectives is key to ensuring participant buy in.

The establishment of in-company forums and focus groups are important to provide safe spaces where colleagues can share their experiences, address Diversity & Inclusion issues and ask for guidance.