Completing anti racism training is an important step for companies to take in addressing and preventing racial discrimination in the workplace. However, it is important to recognise that anti racism training is just the beginning of a longer journey towards creating a truly inclusive and diverse workplace.
If you’re a HR manager or EDI lead, you may already know there may be some employee challenges you’d like to address whilst you’re in the process of getting your anti racism training off the ground, which is great! Maybe you’ve already had training and you’re looking at ways to maintain momentum so it doesn’t become a “tick-box” exercise. If so, you’re in the right place! Keep reading…
There are several follow-up actions that a company can consider once they have completed anti racism training to ensure that they are continuously working towards becoming a more inclusive and equitable organisation.
It is also important to acknowledge that the work does not stop there. Once a company has completed anti racism training, there are a number of challenges that may arise and need to be addressed in order to sustain the progress made.
Embedding anti racism into company culture
One of the biggest challenges that companies may face after completing anti racism training is making sure that the principles are fully integrated into the company culture. This requires a continuous effort to promote anti racism and to hold employees accountable for their actions. A lack of follow-through on commitments can lead to employees feeling disillusioned and disengaged, and may also perpetuate a culture of racism within your company.
Overcoming resistance to change
Another challenge that companies may face following anti racism training is resistance to change. Some employees may be resistant to new ideas and ways of thinking, which can make it difficult to implement anti racism initiatives and policies. It is important to have open and honest conversations with employees to address their concerns and provide them with the support they need to understand and embrace the principles of anti racism.
After completing anti racism training, it can be tempting for a company to relax and believe that they have done enough. However, it is important to maintain momentum and continue the work of promoting anti racism and creating a more diverse and inclusive workplace. This requires ongoing efforts to educate employees, managers and senior leaders, hold them accountable, and continuously assess and improve the company’s anti racism policies and practices.
To help companies overcome these challenges and sustain their progress, Mission Diverse provides ongoing diversity consulting support services which act as your diversity and inclusion critical friend. Our consultancy service provides your organisation with the stability and support to help keep you on track and continue your race equality and equity journey. Whilst holding key employees accountable, whilst supporting them as they strive to create a more diverse and inclusive workplace.
Ongoing Monitoring and Evaluation
One of the key steps that a company can take after completing anti racism training is to establish ongoing monitoring and evaluation processes, which Mission Diverse can support you with. This can include regularly conducting surveys to gather feedback from employees about their experiences with racial discrimination, as well as reviewing data on diversity and inclusion metrics to assess progress towards creating a more inclusive workplace. This information can then be used to identify areas for improvement and to make changes to company policies and procedures as needed.
Creating a Anti Racism Culture as a HR Manager/Department or EDI Leads.
As a HR manager or EDI lead, addressing the challenge of employee pushback against anti racism initiatives is a critical aspect of successfully implementing training within an organisation and embedding anti racism into company culture.
Steps to address pushback regarding embedding anti racism into your company culture
Open and honest communication: Start by having open and honest conversations with employees about the importance of anti racism training and the reasons behind the company’s decision to implement it. This can help to build trust and understanding between management and employees, and create a supportive environment for change.
Encourage all employees to participate in the training, regardless of their current beliefs or attitudes towards race. This can help to create a common understanding of what anti racism means and its impact on the workplace, and encourage employees to challenge their own biases and prejudices.
Lead by example
As a HR or EDI manager, you need to set an example for the rest of the organisation by participating in the anti racism training, and actively demonstrating your commitment to creating a more inclusive and diverse workplace.
Be proactive in addressing any concerns or objections that employees may have about anti racism training, and work to address these through open and honest communication. For example, some employees may feel that the training is unnecessary or that it is too politically correct. We’d advise explaining that the training is not about changing anyone’s beliefs, but rather about increasing understanding and awareness of the impact of racism in the workplace.
Reinforce the importance of anti racism
Continue to reinforce the importance of anti racism training and its role in creating a more inclusive and diverse workplace. This could include regular check-ins with employees to gauge their understanding and engagement with the training, and highlighting the positive impact it is having on the workplace.
Consider additional support
Consider providing additional support for employees who are struggling to engage with the anti racism training, such as one-on-one coaching or support groups. For example, as part of our consulting services, Mission Diverse provide and host facilitated discussion forum that employees can openly and anonymously express themselves. If you’d like to learn more about this service, contact us. This can help to ensure that all employees feel supported and empowered to participate in the training, and can help to address any resistance to change.
Monitor progress and continue to make changes as needed to ensure that the training is having the desired impact and that the organisation is on track towards creating a more inclusive and diverse workplace.
Steps for HR and EDI professional when addressing anti racism training pushback.
Encourage open communication
Encourage employees to share their thoughts, feelings, and concerns regarding anti racism initiatives. This can be done through regular check-ins, open forums, or anonymous feedback mechanisms. Having a safe space for employees to express their thoughts can help increase their engagement in these initiatives.
Clarify the company’s stance
Clearly communicating the company’s stance on anti racism and the importance of these initiatives can help employees understand the significance of their involvement. Providing regular updates on progress made, and the impact these initiatives are having can also help increase employee engagement.
Involve employees in the process
Encouraging employee involvement in the planning and implementation of the scheduled anti racism training, this can help increase their engagement and investment in these initiatives. This could include forming employee committees or task forces, or giving employees a voice in decision-making processes.
Provide ongoing training and support
Providing ongoing training and support for employees can help them continue to grow and develop in their understanding and support of anti racism initiatives. This can include regular workshops, training sessions, and access to resources such as books and online eLearning courses.
Provide ongoing education and resources
Providing employees with ongoing education and resources such as our EDI Committed Guide which provides a series of support, inclusive terminology, and ways of managing behaviour designed for all employees. This will help to keep the conversation about anti racism alive and maintain momentum. In addition to organising workshops, discussions, and training sessions on race and related topics.
Working with Mission Diverse through our Anti Racism Training, Support and Consulting Services
Companies like yours can work with Mission Diverse, a provider of ongoing support and consulting services, to ensure that they are continuously working towards creating a more inclusive and equitable workplace. We offer a range of services, including ongoing training and development programs, support in creating diversity and inclusion policies and procedures, regular assessments to monitor progress and identify areas for improvement as well as our 24/7 consultancy support.
Our Anti Racism training and consulting services can help companies overcome the challenges you may face in maintaining momentum, overcoming resistance to change, and embedding racial inclusivity into your company culture.
Maintaining That Early Momentum
Anti-racism is an ongoing journey, and it is essential to maintain momentum to ensure that the changes made are long-lasting. Mission Diverse Anti Racism training and consulting services can provide ongoing support and resources to help companies stay focused and committed to their race equality and equity efforts.
Overcoming Employee Resistance to Change
With our training, support and consulting, we can help companies navigate this resistance by providing guidance and support in managing and communicating change effectively. Our team of experts can work with companies to develop a clear and concise communication plan, engage employees, and create an inclusive culture that supports racial equity.
Embedding Anti Racism into Company Culture
Anti-racism is not just about implementing policies and procedures; it is about creating a culture of inclusion and equality. Our build, support and consulting services can help companies embed this into their company culture by providing customised training programs, cultural assessments, and diversity and inclusion audits. Our team of experts can work with companies to develop a roadmap for embedding anti racism into their company culture, including best practices for building a diverse and inclusive workplace using our in-house Racial Diversity Framework.
To conclude, anti racism training is an important step in addressing and preventing racial discrimination in the workplace. However, it is just the beginning of a longer journey towards creating a more inclusive and diverse environment. Companies can take several follow-up actions to ensure that they are continuously working towards anti racism.
Working with Mission Diverse will also speed up the process and help your company to overcome the challenges they may face in maintaining momentum, overcoming resistance to change, and embedding anti racism into your company culture. Our team of experts will always provide you with the best and most appropriate form of customised support and resources to ensure you succeed on your racial diversity and inclusion journey and create a more inclusive and equitable workplace for all of your employees.
If you managed to get to the end of this article, great. It shows your time investment into anti racism. As a “kudos” to you, we’ll offering you 10% off our Race Awareness training – just quote “RaceBlog10” when you contact us.
And if you haven’t already done so, take a look at our Part 1 article on Anti Racism Training in Today’s Society.
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