, involving ERGs in key organizational decision-making, and financially compensating ERG leaders for their time. More research is needed, though, to understand specifically how these and other best practices can most effectively drive strong DEI outcomes.
DEI training presents many nuances and can be challenging for companies to get right. When it comes to company-wide efforts, we know that. Less understood is how people managers specifically can be most effectively trained to support DEI outcomes, given their powerful influence over day-to-day experience of employees. Management training is of course commonplace at U.S. companies.
To determine whether DEI manager training is effectively serving leaders and their team members, employers should consider tracking metrics beyond the training sessions. First, they should measure key outcomes such as retention, engagement, and promotion among direct reports of managers who have gone through DEI training. Companies can then compare findings with historic figures and a control group of employees whose managers haven’t had DEI training .
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