More than 20 percent of employers aim to increase the money they spend of diversity and inclusion training in 2007, according to a survey by Novations Group.
The Boston-based global consulting organization surveyed more than 2,045 senior HR and development executives in November and December, and the Internet survey was conducted by Equation Research.
Most organizations plan to maintain last year’s level of spending on diversity and inclusion training, according to the survey.
The respondents were asked, “With respect to training and development spending and staff priorities for 2007, how much will your organization budget for diversity and inclusion training?”
The results are as follows:
- More than last year: 22.1 percent
- Same as last year: 51.7 percent
- Less than last year: 5.4 percent
- Nothing: 20.9 percent
Gerry Lupacchino, Novations senior vice president, said more organizations are delivering diversity and inclusion training in large part because of globalization.
“The focus used to be primarily U.S.-oriented and had to do with EEO compliance,” he said. “But as the workforce demographics of U.S.-based companies change, organizations face complex new challenges in all regions, and diversity and inclusion training has to keep pace, if not lead the way.”
Further, Lupacchino said inclusion is emphasized more in today’s training.
“It’s now more about contribution than compliance,” he said. “Organizations use inclusion training as a way to get everyone engaged and measure its effectiveness with engagement and employee satisfaction surveys.”
Additionally, he said diversity and inclusion training might be a more common phenomenon than the survey reflects, that many organizations likely incorporate it into their development.
Many organizations don’t break out D&I training separately but most assuredly include diversity themes in their overall career development efforts,” he said.
The survey also indicated diversity and inclusion training for senior-level executives will be done by specialists outside companies, while in-house professionals will deliver general diversity and inclusion training.
In addition, diversity and inclusion training appears to be shaping up to be a blended learning opportunity more than being strictly an instructor-led or e-learning opportunity.
Also, the relationship between engagement and inclusion efforts appears to be growing more important, in that the survey indicated inclusion efforts will be linked to engagement metrics more.
Diversity and inclusion training also is shining a spotlight on age differences in the workplace and the potential implications thereof, especially as more baby boomers retire and younger workers enter the workforce and replace them.