As a critical component of our DEI journey and strategy, learning experiences on race, diversity, equity, and inclusion create a pathway to deeper understanding and closer connections.  These types of learning experiences were unchartered territory for our company, and we accelerated our plans in the aftermath of the social justice and racial equity reckoning of 2020.

We developed a customized learning series for our executive leaders, people leaders and the broader organization.  The first was a 3-part series entitled Race Matters and all colleagues were invited to learn about key topics such as the history of race, dimensions of diversity, actionable allyship, and inclusive leadership behaviors.  Our colleagues also heard deeply personal and impactful stories and reflections related to race, diversity, and inclusion from colleagues and leaders.

Next, our CEO and Executive Management Committee attended a specially curated session that linked the history of race in America to opportunities to inclusively lead a successful business in today’s environment. The session focused on inclusive leadership behaviors such as building interpersonal trust, optimizing talent and integrating diverse perspectives.

Lastly, our people leaders attended a 3-part series on the intersection of unconscious bias and decision making.  This series focused on the ways the brain is naturally wired to impact a greater ability to be an inclusive leader and create more inclusive environments. The learning series included topics on the neuroscience of bias, the role of bias in decision making and brain-based upskilling to increase inclusive behaviors.

Executive Management, people leaders and colleagues were overwhelmingly pleased with each series and found the learning experiences very valuable. More than half of the company attended the Race Matters sessions live (delivered virtually) and the recordings are available on demand for those who were unable to attend.  We have also added the sessions to our onboarding process for all new colleagues joining the company.  The sessions for our people leaders and executive management were required.

• 90% of attendees surveyed felt the learning series was impactful and were interested in having more dialogue on DEI topics.
• 89% of attendees surveyed felt the learning series helped them reflect on their own learning journey with race and DEI.
• 86% of attendees surveyed felt the learning series helped them learn something new and understand concepts of DEI.

After the sessions, we provided a toolkit for managers to continue leading discussions with their teams. Our Executive Management team were also provided tools to further communicate the importance of the learning series, reinforcing leadership’s commitment to DEI. 

We received feedback from many leaders and colleagues on how each series provided more comfort in approaching conversations on race with colleagues.  Ultimately, the learning series and subsequent conversations increased cultural competency, created more engagement between colleagues, and provided leaders and colleagues language to discuss topics that can be viewed as sensitive or difficult.