DEIB in practice - strategies and tools

Module 4 of the Diversity Train-the-Trainer Course

Diversity training is an important instrument of human resources and organizational development. If you want to be successful as a diversity trainer, you have to know the requirements and processes in organizations and align your own offering accordingly. In this module, we look at the market and the means by which diversity can be shaped in organizations.

In this module, we begin by looking at the common lines of argumentation for and against engaging with diversity. In doing so, we will once again convey the benefits of diversity in a research-based manner and prepare you to handle any objections.

Diversity training is often embedded in a broader change process. Accordingly, it is necessary for diversity trainers to be able to moderate and accompany this change process well. For this purpose and for the necessary reflective use of language in the context of DEIB, various models are presented that offer orientation for practice.

In addition, various strategies and methods are presented on how diversity can be measured and developed in the organizational context. In doing so, it is important to be able to accurately describe the current status quo of how diversity is perceived, as well as to define development goals in concrete terms and to monitor their achievement. The resulting comparability provides training measures with a solid foundation. Taking this idea further, we will show you how diversity, equity, inclusion and belonging influence the work in human resources and where there are promising starting points for the work as a diversity trainer.

Topics and content:

• Tasks of human resource development in the context of DEIB
• Importance of diversity issues in corporate training
• DEIB-related human resources and organizational development in interaction
• Employer branding
• Harnessing diversity and dealing with objections
• DEIB as a cross-cutting task of HR work
• Measuring the status quo with regard to diversity and designing development strategies
• Sensitive use of language
• Diversity training as a selective measure or as part of a change process
• Methods, tools and models for dealing with diversity in an organizational context