Session Focus: Global DEI learning journey combining on-the-job application, peer coaching, and experiential learning to improve business impact.
This session provided deep insights into designing impactful DEI programs that go beyond traditional compliance training.
Julian Malnak from Goodyear emphasized the importance of cohort-based learning by stating, “Our reason for cohort learning is to make it not feel like a compliance exercise. If it becomes a box-checking activity, the impact is lost.”
This reflects a broader shift in DEI training—one that prioritizes meaningful engagement over mere completion.
Here are three key takeaways for senior HR talent leaders looking to design more effective DEI programs:
- Prioritize Social Learning and Interaction: DEI topics demand real, honest conversations. By implementing cohort-based learning, organizations can foster deeper engagement and personal connection with DEI issues, helping participants reflect on their own biases and behaviors.
- Avoid Compliance Mindsets: Successful DEI initiatives must feel purposeful and not just another box to check. HR leaders should focus on creating programs that inspire reflection, self-awareness, and actionable steps, rather than mandating participation.
- Design for Flexibility and Reflection: Asynchronous learning allows participants to digest and reflect on sensitive DEI topics at their own pace. Providing flexibility while maintaining engagement ensures that employees feel included and can fully participate in these critical discussions.
By following these strategies, HR leaders can create DEI programs that have a lasting impact, fostering a culture of inclusion and belonging within their organizations.
