Inclusive training refers to training employees to work with others of different abilities, backgrounds, communities, genders, etc. We often talk about different disciplines and participation. It emphasizes the inclusion of all types of users and explains the benefits within it. This may take the form of training to raise awareness of unconscious bias, or it may take the form of teaching skills to interact with others from different backgrounds who have different perspectives. The overall goal is to have a workplace that is open to everyone. Employers often implement inclusion training as a way to address the risk of discrimination and harassment. It can have other benefits by raising awareness, increasing productivity and improving productivity.

Here are some topics that can be part of a participation training program: 

• Ignorance or indifference: what it is and how to fight it 
• Privilege 
• communication skills 
• Culture and stereotypes 
• Value systems and their groups can be different 
• Discrimination 
• Cultural characteristics and sources of conflict, and cultural competence 
• Country and mind 
• How to engage in work behavior 
• Disability is not visible 
• Prevention of bullying or harassment (which may include training on workplace policies) 
• Conflict management 
• Actions include role models 
• Violation of non-participation 

All or some of these topics may be present. Note that this is just an example; Your participation training may vary depending on your needs.

Tips for implementing participatory learning 

Having a diverse workplace is only part of the bigger picture. If your employees don’t work well with each other, you won’t get any benefits and it won’t last long.

Here are some tips for implementing diversity and inclusion training: 

Be careful to stay as fit as possible in training. A major criticism of this type of training is that it can negatively impact the intended effect. Consider making the training voluntary so that participants don’t feel like they’re there just because they have to, they’re there because it’s useful. (Of course, there are pros and cons to this.) 

• Participation training should not be ad hoc. It should be continuous, with updates for all users and support over time. It must be part of the organizational culture to be effective. Remember that your participation training may need to be adapted over time to best meet the needs of those who take it.

• Ensure leadership is included in training efforts. Best practices should be replicated from the top.

• To improve the sense of inclusion, organizations may consider adding performance metrics for individuals to measure how their actions relate. This may include things like ensuring fair and appropriate behavior for all subordinates or using inclusive language in all communications, for example.

Some companies go beyond training and metrics and have teams dedicated to diversity and inclusion. They can also set organizational goals.

• Induction training can go a long way in ensuring that all employees are accepted and valued in the organization. This can help make the workplace a place where everyone’s contributions are valued and people are not inadvertently overlooked for promotion for the wrong reasons. Employees often have equal opportunities based on merit and create an environment where discrimination is inevitable. This does not always happen without direct and deliberate help, and participation training is one such type.