A recent report indicates that 84% of employees expect employers to provide the training and development they need to stay relevant. Unfortunately, only 32% of employees are satisfied with the leadership development programs their employers provide. Learn how you can grow and diversify your leadership bench to help retain talent and meet business needs.

International ERG Day Celebrated in November

DEI training is imperative for organizations that want to create and sustain inclusive environments. Our philosophy at KEIRUS BY KJE is to incorporate training with a pro-business approach to drive commerce, culture, and community. To foster inclusion with a return on investment, organizations must not settle for a one-and-done approach that checks the box or makes the finish line the primary focus. Impactful DEI training is taught in phases, over time, to yield sustained transformation. We use a multi-phase approach to DEI training using our KEIRUS platform and throughout our instructor-led sessions because we realize the importance of intentional engagement during the learning curve. The check-the-box approach does not support this process or enhance retention, leading to systemic gaps in creating belonging and equitable workspaces.

We believe that the benefits of DEIB put you in the driver’s seat as to where you want to take your business. DEIB drives commerce, culture, and community and those who do not embrace this concept will be limited in how far they can go without the right interventions.

Key stakeholder alignment is deliberate, proactive, time-sensitive, and specific. You must look ahead with anticipation of being two steps ahead of the needs and opportunities your organization encounters. Preparation to include everyone who needs to contribute to gain perspective on projects that influence your diversity of thought is imperative to maintain momentum. Comprehensive stakeholder engagement is often the missing ingredient in the recipe for realizing the full benefits of DEIB. It is important to remember that you cannot connect with someone you are not comfortable communicating with daily. This communication reinforces the importance of diversity, inclusion, and C.A.R.E., our proprietary methodology and framework for learning and workplace culture transformation.

When talks of budget cuts brew in the atmosphere, kindness is usually the first to be axed as well. When money becomes a concern, the way people are treated, and the importance of culture can often take a back seat. Unfortunately, the focus changes from the importance of healthy workplace environments to prioritizing other areas that appear to be more profitable.

There are many ways that not practicing inclusive leadership can hinder the success of your company. We’ve shared the increase of innovation that happens within inclusive environments. Companies with above-average diversity produced a greater proportion of revenue from innovation (45%) than from companies with below average diversity (26%).

Strengthening inclusive leadership competencies requires intentionality and begins with education and understanding what it is and how it will benefit your organization. It also entails understanding the demographic profile and workplace climate of your current employee base, including your current leadership. What are your retention rates, and what percentage of your leadership is visibly diverse? Here is how you can implement a focus on inclusive leadership.

An organization without inclusive leaders is less innovative, competitive and prepared for the future. Self-focused leaders in your organization create an underdeveloped playing field rather than one that allows growth and advancement for multiple team players. When a leader leaves an organization without the imprint of inclusive leadership, it's possible that they have not adequately prepared anyone to replace them. Here are four ways inclusive leaders unlock innovation and cultivate a productive team.