Original article on Baaz
By Marco van Sterkenburg, CEO and co-founder of Drillster
It is Pride Month again! For many organisations, this is the moment to showcase their diversity and inclusion policies. Rainbow flags go up, employees join a one-off unconscious bias training, and guest speakers might be invited to talk about inclusion. But what happens when this important month ends? Is this really enough time to reflect on topics such as equitable hiring, unconscious stereotyping, or performative allyship? I am convinced it is not.
Building a diverse and inclusive workplace is no easy task. The Workplace DEI Report (opens in new tab) by Culture Amp, based on data from more than 2,100 companies worldwide, reveals that only 34 percent of organisations have sufficient resources to support their DEI initiatives. Just 27 percent know how to increase the effectiveness of those initiatives. Continuity is a vital pillar. To keep awareness high around diversity and inclusion, these themes require sustained attention. A single, generic diversity training session will not do the job.
Continuity as a DEI strategy cornerstone
Systematically embedding DEI requires a strategic plan, and a continuous learning journey should be part of it. Knowledge and competencies fade rapidly after a one-off training. People forget what they have learned, especially if they do not apply it right away. Because unconscious bias is, by definition, hard to see in yourself, ongoing awareness is essential. A one-time DEI training is therefore insufficient to build an inclusive culture. Analyse employee needs to determine which trainings are relevant. Reinforce those trainings intelligently to secure knowledge. When knowledge and skills transfer from short-term to long-term memory, they influence awareness, perception, and behaviour. The brain creates automatisms. When someone witnesses discrimination, they immediately know how to respond appropriately.
Personalised microlearning
Repetition should be part of every DEI curriculum. But what does that mean in practice? How much time do you spend on diversity training throughout the year? Neuroscience shows that people learn best when information is delivered in small, digestible chunks. Spending just five to ten minutes on a refresher helps build that bridge between short-term and long-term memory. For some employees this might be every few weeks, for others every few months. It depends on their knowledge level and how much information has faded. Training can be tailored to that need.
Measuring impact
In addition to providing a robust learning journey, organisations should run regular surveys. Only 40 percent of the companies surveyed in 2020 and 2021 conducted at least one DEI-focused survey. That percentage is alarmingly low. According to Culture Amp, surveys are the only way to truly understand the employee experience around DEI. They reveal how people feel about current initiatives, whether they are sufficient, and where additional support is needed. Alongside formal surveys, you can track knowledge levels for each learning topic. That insight shows which areas need more or less attention and helps you take timely action. Using data and feedback, you can continuously optimise both your DEI strategy and your learning programme.
By working on diversity and inclusion awareness throughout the year, you drive real behavioural change. A series of concise, informative trainings combined with regular DEI surveys helps employees become consciously competent. That is how your organisation moves beyond Pride Month and embraces a Pride Year.
https://baaz.nl/zo-maak-je-van-pride-month-pride-year (opens in new tab)
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