The metrics behind your diversity trainings

The metrics behind your diversity trainings

In May, Starbucks closed down all 8,000 of its branches in the U.S. for one afternoon of racial-bias training. The decision, prompted by the arrest of two Black men in a Philadelphia Starbucks, highlights how diversity-related workplace issues have risen to the forefront of our attention. For many companies, terms like “implicit bias training” have become a core part of the vernacular. However, how can companies measure the impact of these types of programs?

By tracking metrics, your organization can understand the value of diversity trainings – and assess how they add value to the company. Here are some tips for planning these types of events and evaluating their success. 

First, establish your goals.

Ask yourself, what does your organization want to achieve with this training? Seeking to “increase awareness” and “improve communication” is all well and good, but in order to evaluate the impact of your event, you need to hone in on the specifics. Identify your goals with an emphasis on outcomes, which will guide you in choosing the topics the training will address.


 Track participation levels.

How many people are being trained? Who is attending the trainings? These are the types of questions you should ask yourself as you look across all departments and levels of your organization. Is it the same few people showing up to diversity events? Were there people who expressed interest, but ended up not showing up? By tracking participation levels over time, you may start to identify trends in both who is attending, and which kinds of events tend to attract larger–or smaller–audiences.

Gather feedback from participants.

Once the event ends, your work isn’t over. Gathering feedback from attendees is integral – as is hearing from those chose not to attend about why they missed out. For participants, getting feedback at multiple points over time may allow you to gain insight into whether attendees plan to implement anything from the training, and if they follow through with it. Be open to comments, criticism, and suggestions. 

Diversity in the workplace is not something that can only be addressed in one afternoon – it is an ongoing conversation. By measuring metrics, you can better understand the impact of your programs, track tangible change over time, and plan for future diversity-related trainings and events. 

Helpful Questions:
How can we align our events to strategic goals & objectives?
Can we team up with community organizations to co-sponsor events?
What trends do we see in the people attending, topics, or locations?

Written by: Ashley Miller

 

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