From Training to Culture Change: A Case Study of Making Inclusion “Stick”

Description

People will be more likely to apply, practice and integrate what they learn in D&I training when that training is part of a larger organizational initiative. But not every learning and development department has the luxury of an active, ongoing D&I intervention to which training can be tied. Combine that with the demands on people and the ever-shrinking time available for training—how do organizations make D&I education “stick?”

In this session, we will share how the Stanford Graduate School of Business is creating a more inclusive culture and how they have leveraged a three-hour training program into a systemic inclusive culture intervention. We will describe how we designed this approach, how each step supported maximum application of D&I learning and engagement to create system change, and the measures that have been put in place to assess the change over time and assist people to apply and integrate the inclusive behaviors and practices they have learned.

Learning Outcomes

• Identify how to leverage D&I training into an impactful culture change initiative
• Position D&I training, both pre- and post-sessions, as an intervention for culture change
• Apply metrics and measures as a way to monitor progress on creating culture change