June 12, 2025
Written by UJJI Team
Companies are increasingly embracing inclusivity at work, recognizing its value in fostering a diverse and equitable workplace. More organizations now recognize the value of diversity, and many even celebrate equality as a part of their core culture.
In fact, 93% of workers say DEI is personally important to them, not just in the workplace (Workable, 2021). And according to Pew Research (2023), over half of U.S. employees support more focus on DEI at work.
To build a culture of respect and fairness, many companies rely on DEI training. These programs help teams learn about diversity, practice equity, and create more inclusive spaces.
As businesses face new expectations around fairness, belonging, and representation, DEI training offers a structured path to real culture change. This guide walks through the key steps to build a DEI training plan that drives engagement, supports compliance, and improves team collaboration.
So, what exactly is DEI training? And how can you create a training plan that really works?
Pro Tip: Organizations with a clear DEI strategy are more likely to attract top Gen Z talent, who now make up over 30% of the workforce.
DEI training encompasses educational programs aimed at fostering diversity, ensuring equity, and promoting inclusion within the workplace. It helps employees understand and challenge biases, create fair opportunities, and foster an environment where everyone feels valued. Unlike traditional workplace training, DEI programs focus on changing behaviors, attitudes, and workplace policies to foster long-term inclusivity.
DEI training is most effective when aligned with company values and operational policies. It goes beyond workshops or videos by shaping inclusive leadership, influencing how feedback is delivered, and reinforcing fair hiring and promotion practices.
These trainings may take the form of instructor-led workshops, peer-led discussions, microlearning modules, or scenario-based learning.
DEI training is based on three pillars. These are:
Pro Tip: To make the DEI pillars stick, embed them in onboarding, performance reviews, and leadership KPIs so that inclusivity becomes a daily behavior, not a one-time learning event.
Also Read: Creating Training Documentation: Why, How and More
Diversity, Equity, and Inclusion (DEI) training is essential for cultivating a workplace where all employees feel valued and respected. It addresses unconscious biases, promotes equitable practices, and fosters an inclusive culture that benefits both individuals and organizations.
A well-structured DEI training program encourages open discussions about diversity and inclusion, helping employees understand different perspectives and work collaboratively. It nurtures an environment where every employee feels heard, respected, and valued, reducing feelings of isolation and creating a stronger sense of belonging across teams.
Unconscious biases can influence hiring decisions, promotions, performance reviews, and everyday workplace interactions. DEI training helps employees identify these hidden biases and equips them with practical tools to challenge assumptions, make fair decisions, and promote equity in both leadership and peer relationships.
DEI training assists businesses in complying with workplace discrimination laws, thereby reducing the risk of lawsuits and penalties. It ensures employees understand their rights and responsibilities under regulations such as Equal Employment Opportunity (EEO) and anti-harassment laws, helping organizations demonstrate due diligence and a proactive approach to workplace equity.
Employees who feel included and valued are more engaged, leading to increased productivity and job satisfaction. DEI training promotes a culture where diverse voices are welcomed and psychological safety is fostered. This empowerment enables individuals to perform at their best without fear of bias or exclusion.
Stat: Diverse companies are 1.7x more likely to be innovation leaders in their industry.
Diverse teams bring fresh perspectives and innovative solutions. A culture of inclusion ensures everyone contributes their best ideas, encouraging collaboration across backgrounds, experiences, and thinking styles. DEI training helps build trust among team members and creates an environment that celebrates diverse problem-solving approaches.
Studies show that companies with strong DEI initiatives outperform competitors in revenue growth and market expansion. Inclusive organizations attract top talent, retain high-performing employees, and make better strategic decisions, resulting in measurable improvements to business performance and long-term profitability.
Stat: Companies with diverse management teams generate 19% higher revenue from innovation.
Also Read: Guide to Creating a Successful Sales Training Program
DEI training can be broadly divided into different categories depending on your organization’s goals, challenges, and workforce demographics. Some training types build awareness, while others focus on behavior change or leadership accountability. Here are eight common DEI training formats and what they’re designed to accomplish:
Helps employees recognize and reduce hidden biases that can affect hiring, promotions, and workplace decisions.
Best for: All employees, especially hiring managers and leadership.
Teaches individuals how to support and advocate for colleagues from underrepresented or marginalized backgrounds.
Best for: Anyone who wants to become a proactive workplace ally.
Equips employees with safe and effective techniques to intervene when witnessing harassment, exclusion, or bias.
Best for: Team members, managers, and ERG leaders.
Improves understanding of different cultural norms, communication styles, and behaviors to reduce misunderstandings and support inclusion.
Best for: Global teams or organizations with multicultural staff.
Guides leaders in fostering inclusive teams, recognizing privilege, and ensuring fair team dynamics.
Best for: Managers, supervisors, team leads, and executives.
Raises awareness about subtle, often unintentional behaviors or comments that may alienate or harm others.
Best for: All employees, especially in diverse or client-facing roles.
Provides context around systemic racism and gives employees tools to challenge racist behaviors, language, and structures.
Best for: Organizations committed to long-term racial equity and justice.
Covers anti-discrimination laws, workplace harassment policies, and the rights and responsibilities of employees and employers.
Best for: All staff; especially relevant for HR, legal, and compliance teams.
Pro Tip: Don’t try to launch all training types at once. Start with foundational modules like unconscious bias or cultural awareness. As your culture evolves, build toward advanced leadership and allyship programs.
Building a DEI training plan requires a thoughtful, step-by-step approach that aligns with your company’s values and people strategy. Here’s a proven framework that helps organizations of all sizes design DEI programs that actually drive results:
Start by evaluating your current workplace culture and identifying gaps in diversity, equity, and inclusion. Conduct employee surveys, focus groups, and DEI audits. Analyze HR data on hiring practices, promotion rates, pay equity, and employee experiences to uncover patterns of inequality and areas for improvement.
Leadership support is critical for the success of DEI initiatives. Engage executives and managers early by presenting data on the business impact of DEI. Show how inclusive workplaces lead to better performance, higher retention, and improved innovation. Encourage leaders to model inclusive behaviors and champion the training efforts.
One-size-fits-all training often falls short. Design DEI programs that are relevant to your workforce’s specific needs, challenges, and roles. Offer flexible training formats, such as in-person workshops, virtual learning modules, and self-paced courses, to ensure accessibility and engagement across the organization.
To make DEI training effective, it must go beyond theory. Use real-world scenarios, case studies, and interactive exercises like role-playing and storytelling to drive participation and learning. Encourage open dialogue and psychological safety so employees feel comfortable sharing and reflecting. With UJJI’s gamified microlearning, employees stay engaged and retain more.
DEI is not a one-time initiative, it’s an ongoing journey. Reinforce learning through continuous education, follow-up sessions, and practical application. Support the creation of Employee Resource Groups (ERGs), mentorship programs, and informal learning spaces to keep the momentum going.
Track the impact of your training using measurable metrics such as employee engagement, retention, inclusion survey results, and diversity representation across teams. Gather feedback after training sessions and continuously refine your strategy to meet evolving organizational needs.
Pro Tip: Space out training rollouts over 90–180 days and assign department leads for each phase. This keeps the initiative manageable and accountable without overwhelming your teams.
Also Read: Employee Training Programs: A How-To Guide
To ensure the effectiveness of your DEI training plan, it's crucial to establish clear metrics and regularly assess outcomes. Measuring the impact of DEI training helps ensure your efforts are creating meaningful change. It also shows your stakeholders that the investment in equity and inclusion is backed by data. Here are key indicators to track:
Regularly reviewing these metrics will help refine your DEI training plan and demonstrate its value to stakeholders.
Pro Tip: Review these metrics quarterly and involve ERGs or DEI committees in the analysis. Their insights can help turn numbers into actionable improvements.
Ujji helps you track engagement, learning outcomes, and behavioral shifts through built-in analytics and feedback loops.
Employees may perceive DEI training as a compliance requirement instead of a meaningful opportunity for growth. Some participants disengage when the content feels generic, abstract, or personally challenging. In psychologically unsafe environments, there can also be skepticism or mistrust around how the training will be applied.
How to overcome it:
For instance, a 2023 McKinsey report found that companies in the top quartile for ethnic and cultural diversity are 39% more likely to financially outperform their peers. This correlation can help employees see DEI as a driver of organizational success, not just a checkbox exercise.
Organizations often treat DEI training as a one-time event, especially when it is launched in response to a public incident or compliance requirement. Without continued investment, interest fades and behaviors revert.
How to overcome it:
Recent research from Gartner highlights that organizations embedding DEI goals into leadership performance reviews and talent development programs see measurable gains in inclusion and retention. For example, some companies have reported up to a 25% increase in inclusion scores and a 15% reduction in turnover.
Even the most impactful training fails when there is no accountability or reinforcement. When employees do not see behavior change modeled by leadership, the initiative risks appearing performative.
How to overcome it:
Microsoft, for example, ties executive compensation to diversity and inclusion goals. According to their 2024 Diversity & Inclusion Report, this accountability has contributed to steady improvements in workforce representation and employee engagement.
Pro Tip: Treat DEI like any strategic initiative. Assign ownership, define outcomes, and review progress consistently. Real impact comes when inclusion is part of everyday leadership and team operations.
Also Read: How Training Fits Into Your Customer Success Strategy
Implementing DEI training offers organizations tangible benefits across employee experience, innovation, and business outcomes. DEI training is more than a culture-building tool. When implemented effectively, it strengthens your organization’s performance, reputation, and long-term sustainability. Below are the key benefits that matter to both people and business results:
Inclusive workplaces create a stronger sense of belonging, which leads to higher job satisfaction and lower turnover. When employees feel respected and valued, they are more likely to remain committed and contribute meaningfully over the long term.
Example: A McKinsey study found that companies with diverse leadership teams had lower attrition rates compared to those without.
Diverse teams bring a wider range of perspectives, which leads to faster problem-solving, more creative thinking, and improved overall performance.
Example: McKinsey’s research shows that companies with diverse leadership are significantly more likely to outperform their peers financially and are more innovative and adaptable in rapidly changing markets
Today’s job seekers, especially Millennials and Gen Z, actively look for employers who prioritize DEI. A visible commitment to equity and inclusion improves your company’s reputation and helps you attract high-quality, values-aligned candidates.
Example: Glassdoor reports that 76 percent of job seekers consider diversity an important factor when evaluating job offers.
When teams include diverse backgrounds and experiences, they are more adaptable and agile. These organizations can better understand varied customer needs and generate innovative solutions that help them outperform competitors in rapidly changing markets.
Multiple studies confirm the link between DEI and financial success. Companies with diverse executive teams are more likely to outperform on profitability. For instance, companies with a diverse board are 27 percent more likely to outperform their less diverse peers financially.
Example: McKinsey’s 2023 global analysis found that companies in the top quartile for ethnic and gender diversity on executive teams are up to 39% more likely to financially outperform their peers, reinforcing the robust business case for diversity
Pro Tip: Collect baseline and follow-up data for each area of impact. Track changes in engagement, diversity in leadership, or team productivity to build a clear internal business case for expanding DEI initiatives.
Also Read: A Handy Guide to Measuring ROI From Training
Building an inclusive, equitable, and diverse workplace takes more than just intention. It requires the right tools, strategies, and continuous learning. While creating and delivering DEI training can be complex, UJJI makes the process simpler, smarter, and more impactful.
With UJJI’s AI-powered documentation capabilities, organizations can easily generate engaging, tailored DEI training collateral, all while cutting down manual effort and ensuring consistency as well as clarity across all content. Whether you're building training modules, assessments, or internal guides, UJJI helps streamline your documentation workflows.
Even more, UJJI’s gamified microlearning pathways, driven by behavioral science and AI personalization, are the perfect way to deliver DEI training in a format employees actually enjoy and retain. Bite-sized, interactive, and engaging, this is DEI learning designed for the modern workplace.
Partner with UJJI today, and create the training collateral you need to drive change, build an inclusive culture and empower your teams.
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