Executive Summary
While many credit unions have diversity training programs in place, the effectiveness and impact they have within organizations may be unclear due to gaps in data collected and existing vulnerabilities in program implementation. Based on her research, Dr. Quinetta Roberson presents an active learning approach to diversity training, which can amplify the effects of diversity training. In this third installment in the DEI video series, Dr. Roberson identifies the common barriers to effective DEI training, introduces the active learning approach to DEI training, and provides contextual considerations and scenarios to showcase how the active learning approach can be leveraged. Watch the video below and continue reading to learn about ways to implement the active learning model and get the most out of your diversity training.
Overview of the Active Learning Model
An active approach to diversity training moves beyond a one-size-fits-all model and tailors the training to meet the specific needs of different employees. By focusing on engagement, customization, behavioral development, and support, this approach enhances the effectiveness of diversity training and promotes a more inclusive workplace. Here are the key elements of this innovative approach:
- Customization: Tailoring the training to the individual learner's starting point, experiences, and knowledge.
- Dynamic Engagement: Ensuring continuous engagement and meaningful work throughout the training process. This dynamic engagement helps maintain participants’ interest and motivation.
- Supportive Environment: Creating an environment that facilitates optimal learning and transfer of skills.
- Behavioral Focus: Effective diversity training should have a strong behavioral focus, helping participants develop positive behaviors and skills for interacting with others in the workplace.
- Independent Goals: Incorporating independent goals and tasks in the training can lead to more significant changes and effectiveness.
- Active and Passive Learning: Combining active and passive learning methods allows participants to experiment with situations and reflect on their experiences.
Addressing Training Vulnerabilities
The session also highlighted the vulnerabilities at different stages of the training process and how to overcome them:
- Pre-Training: Ensure trainees are motivated and understand the purpose and relevance of the training.
- Training Design and Delivery: Focus on optimal learning environments and content design rather than just the experience.
- Post-Training: Provide opportunities and cues for participants to apply what they have learned in the workplace.
Managing Different Learner Personas
The session identified three common learner personas in diversity training and offered strategies to engage each:
- Defensive Trainee: Use pre-training assessments, provide balanced perspectives, and encourage personal goal setting.
- Anxious Trainee: Acknowledge fears, provide models of successful navigation, and create supportive communities.
- Overconfident Trainee: Frame errors as critical to learning, provide balanced feedback, and recognize progress.
