#dei strategy

[inclusiveleadersgroup22]

DEI STRATEGY WITH INCLUSIVE LEADERS GROUP

Introduction

In today’s rapidly evolving business landscape, diversity, equity, and inclusion (DEI) have become more than just buzzwords; they are essential elements of a successful organization. Companies that prioritize DEI not only foster a more equitable workplace but also reap the benefits of increased innovation, better decision-making, and enhanced employee engagement. One powerful approach to achieving meaningful DEI outcomes is to establish an Inclusive Leaders Group within your organization. In this blog, we’ll delve into the importance of DEI, the role of an Inclusive Leaders Group, and how to craft a winning DEI strategy that propels your company forward.

Why DEI Matters

Diversity, equity, and inclusion are not just moral imperatives; they are smart business strategies. Research consistently shows that diverse and inclusive organizations outperform their competitors in several ways:

Innovation: A diverse workforce brings a range of perspectives, experiences, and ideas to the table, sparking creativity and innovation.

Talent Attraction and Retention: Inclusive workplaces attract top talent and foster higher employee satisfaction, reducing turnover and recruitment costs.

Market Advantage: Companies that reflect the diversity of their customer base are better positioned to understand and meet their needs, leading to increased market share.

Legal and Reputational Risk Mitigation: Robust DEI efforts can help prevent costly legal issues and protect your brand’s reputation.

The Role of Inclusive Leaders Group

An Inclusive Leaders Group is a dedicated team of leaders within your organization who champion DEI initiatives. Their responsibilities may include:

Setting the Tone: Inclusive leaders set the tone for the entire organization by modeling inclusive behaviors and attitudes.

Policy Development: They help shape and implement DEI policies that align with the company’s goals and values.

Training and Education: Inclusive leaders ensure that employees receive DEI training and have access to educational resources.

Accountability: They hold themselves and others accountable for promoting diversity, equity, and inclusion.

Feedback Mechanism: Inclusive Leaders Groups often serve as a channel for feedback, allowing employees to voice concerns and suggestions related to DEI.

Crafting a Winning DEI Strategy

To harness the full power of an Inclusive Leaders Group, you need a well-crafted DEI strategy:

Assessment and Benchmarking: Start by assessing your current state of diversity, equity, and inclusion. Benchmark against industry standards and competitors to identify areas for improvement.

Clear Goals and Objectives: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your DEI efforts. These should align with your company’s overall mission and vision.

Inclusive Hiring Practices: Review and revamp your recruitment and hiring processes to ensure they are bias-free and attract diverse candidates.

Training and Education: Develop comprehensive DEI training programs for all employees, with a focus on the leadership team. Ensure that everyone understands the importance of DEI and knows how to contribute.

Transparency and Reporting: Implement regular reporting mechanisms to track progress toward your DEI goals. Share this information with employees to maintain transparency.

Accountability: Hold leaders accountable for achieving DEI objectives. Tie DEI metrics to performance evaluations and promotions.

Feedback Loop: Create a system for employees to provide anonymous feedback on DEI initiatives and the workplace climate. Use this input to refine your strategy.

Community Engagement: Encourage your Inclusive Leaders Group to engage with DEI organizations, attend conferences, and participate in relevant initiatives outside the company. This broadens perspectives and keeps your strategy current.

Continuous Improvement: DEI is an ongoing journey. Continuously assess and adjust your strategy to adapt to changing circumstances and evolving best practices.

Conclusion

A well-executed DEI strategy, supported by an Inclusive Leaders Group, can transform your organization. By prioritizing diversity, equity, and inclusion, you not only create a more equitable workplace but also unlock the potential for increased innovation, employee satisfaction, and competitive advantage. Embrace DEI as a core business strategy, and watch your company thrive in the evolving landscape of the 21st century.

[inclusiveleadersgroup]

The Role of Leadership

Effective DEI starts at the top. Leaders must champion diversity, equity, and inclusion and set the tone for the entire organization. Their commitment and actions trickle down and influence the entire workforce.

Assessing the Current State

Before formulating a DEI strategy, it’s crucial to assess the current state of your organization. Collect data on diversity metrics, conduct surveys, and hold focus groups to understand the experiences and perspectives of your employees.

[theoutcastcollective12]

Diversity and Inclusion Consulting | DEI Strategy & Workplace Transformation

Drive meaningful change with expert Diversity and Inclusion consulting. Our tailored DEI strategies focus on creating inclusive, equitable workplaces through unconscious bias training, inclusive leadership, and employee engagement programs. Empower your organization with sustainable solutions for a diverse and thriving workforce.

Learn more - https://theoutcastcollective.com/diversity-equity-and-inclusion-consultancy/ 

[eidesignlearning]

Revolutionizing DEI Training: Harnessing Immersive Learning for Lasting Impact

Combining DEI (Diversity, Equity, and Inclusion) training with immersive learning can create realistic scenarios to help challenge learners’ perspectives and biases, enabling them to experience the impact of DEI firsthand.

Limitations of Traditional DEI Training Methods

Traditional DEI training methods, often reliant on lectures and workshops, struggle to drive lasting behavioral change, especially in skill-based organizations aiming to build a future-ready workforce. These methods, lacking interactivity and practical application, fail to engage multi-generational learners effectively. A Deloitte study found that only 32% of employees feel DEI training positively impacts their workplace behavior.

Without fostering emotional connections or addressing deep-seated biases, traditional approaches fall short in promoting real-world inclusive practices. Additionally, the one-size-fits-all model overlooks the diverse needs and experiences of multi-generational workforce, reducing overall effectiveness. Modern L&D programs must embrace personalized learning, offering interactive and tailored training to meet the evolving demands of a diverse, skill-based workforce.

Why Immersive DEI Training Outperforms Traditional Methods in Skill-Based Organizations

Enhanced Engagement and Retention:Immersive DEI training leverages interactive elements such as simulations, role-playing, and virtual reality, which significantly boost learner engagement. This active participation helps retain information better than passive lecture-based methods, leading to a deeper understanding and commitment to inclusive practices.

Real-World Application:Immersive training provides practical scenarios that mirror real workplace situations. This hands-on approach helps employees apply DEI principles in their daily interactions, fostering a more inclusive workplace. Skill-based organizations benefit as employees can immediately implement what they’ve learned, enhancing overall workplace culture.

Personalized Learning Experiences:Unlike traditional one-size-fits-all methods, immersive DEI training can be tailored to address the specific needs of diverse learner groups, including multi-generational employees. Personalized learning paths ensure that each individual receives relevant and impactful training, increasing the effectiveness of the program.

Higher ROI:Immersive training methods often lead to more significant behavioral changes and better performance outcomes. As employees become more adept at inclusive practices, organizations see improvements in team collaboration, employee satisfaction, and retention. These positive outcomes translate into a higher return on investment (ROI) for DEI training programs.

Right-Skilling for the Future Workforce:Immersive DEI training equips employees with the necessary skills to thrive in a diverse and dynamic work environment. By focusing on right-skilling, organizations ensure their workforce is prepared for future challenges, promoting adaptability and resilience. This strategic approach to training supports long-term organizational growth and competitiveness.

Potential Benefits of Immersive DEI Training Programs

Immersive DEI training programs can help unlock the full potential of an organization’s workforce while transforming its inclusivity and performance.

Supporting DEI Behavior Change

Immersive DEI training drives lasting behavior change by offering realistic, scenario-based experiences. This helps skill-based organizations ensure employees practice and internalize inclusive behaviors, benefiting a multigenerational workforce by addressing diverse learning styles.

Active Learning and Participant Engagement

Immersive training uses interactive elements like simulations and role-playing to engage participants actively. This method keeps learners involved and facilitates deeper understanding, essential for skill-based organizations and diverse generational teams.

Scalable Coaching Opportunities

Digital platforms enable scalable coaching, reaching more employees without compromising quality. This benefits global skill-based organizations and allows targeted coaching for different generational cohorts within the workforce.

Enhanced Retention and Recall of Training Content

Immersive techniques, such as virtual reality, enhance retention and recall by engaging multiple senses. This is crucial for skill-based organizations where knowledge retention impacts performance and helps bridge generational learning preferences.

Personalized Learning Paths for Individual Needs

Immersive DEI training offers tailored learning paths, addressing varying levels of prior knowledge and experience. This customization ensures each member of a multigenerational workforce receives relevant and impactful education.

Immediate Feedback and Real-Time Adjustments

Immersive training provides immediate feedback and real-time adjustments, helping learners correct mistakes and reinforce positive behaviors quickly. This ensures employees can adapt their behaviors to align with DEI principles effectively.

Increased Motivation and Learner Satisfaction

The interactive nature of immersive DEI training boosts motivation and learner satisfaction. Participants feel more invested in their learning, which helps engage all generations within the workforce.

Facilitation of Emotional and Cognitive Connections to DEI Principles

Immersive methods create strong emotional and cognitive connections to DEI principles through realistic scenarios. This approach ensures employees are both intellectually and emotionally committed to inclusive practices, fostering a truly inclusive workplace.

DEI Issues That Can be Addressed Through Immersive Learning

While there are several possibilities, the common issues can be addressed include:

Unconscious bias:Simulates real-world scenarios to help learners recognize and challenge their biases in a safe environment, address unconscious bias, promote awareness, and foster inclusive behaviors.

Microaggressions:Presents learners with realistic scenarios to experience and recognize subtle forms of discrimination or marginalization and make efforts to prevent them in their professional and personal interactions.

Empathy development:Immerses learners in scenarios that allow them to experience diverse perspectives and challenges firsthand to encourage learners to empathize more authentically and compassionately.

Cultural competence:Creates opportunities for learners to engage directly with diverse cultural contexts and challenges, develop cultural competence, deepen the understanding of different cultural norms and practices, and collaborate more effectively in multicultural environments.

Inclusive leadership:Provides leaders with simulations of real-world DEI challenges to hone their skills in prioritizing fairness and equity, effectively managing diverse teams and creating an inclusive workplace culture.

Inequality awareness:Vividly illustrates systemic barriers and disparities faced by marginalized groups, to help learners understand and confront the root causes of inequality.

Communication barriers:Provides learners with scenarios that simulate diverse communication styles, language barriers, and cultural differences, to help overcome communication barriers.

Immersive Learning Options that Can Blur the Lines Between Reality and Learning Environments

VR/AR/XR Technologies

Virtual, Augmented, and Extended Reality (VR/AR/XR) technologies create lifelike environments where learners can experience and practice DEI principles firsthand. These immersive experiences help employees in skill-based next-gen organizations engage deeply with the content, making abstract DEI concepts tangible and applicable in real-world settings.

Simulation Training

Simulation training provides realistic scenarios that mirror workplace challenges, allowing employees to practice DEI skills in a safe, controlled environment. This method enhances problem-solving abilities and prepares employees for actual situations, making it ideal for skill-based organizations focused on practical application.

AI-Powered Role-Play Learning

AI-powered role-play learning offers dynamic, interactive sessions where learners engage with virtual characters. This technology adapts responses based on the learner’s actions, providing personalized feedback and reinforcing DEI principles. It’s particularly effective for next-gen organizations seeking to tailor training to individual learning needs.

Experiential Learning

Experiential learning immerses employees in activities that require them to apply DEI concepts directly. This hands-on approach fosters a deeper understanding and retention of DEI principles, which is crucial for skill-based organizations aiming to instill lasting behavioral changes.

Scenario-Based Learning

Scenario-based learning presents learners with specific, relevant situations they might encounter in the workplace. This method encourages critical thinking and decision-making, helping employees practice inclusive behaviors and better prepare for real-life challenges in skill-based environments.

Interactive Storytelling

Interactive storytelling uses engaging narratives to teach DEI principles, allowing learners to explore different perspectives and outcomes based on their choices. This approach makes learning memorable and relatable, enhancing emotional connections to DEI concepts and supporting the development of a more inclusive workplace in next-gen organizations.

Transformative Use Cases of Immersive Learning in DEI Training Programs Safe and Controlled Learning Spaces: Immersive DEI training creates environments where learners can safely develop empathy and effective communication skills. This is essential for skill-based organizations where practical, hands-on learning is critical.

VR for First-Hand Experiences: Using VR, learners gain a sense of presence and immersion in diverse perspectives and challenges. This technology helps employees in skill-based roles interact with virtual situations, deepening their understanding of DEI principles and promoting inclusive behaviors.

Real-World Role-Plays: Role-playing scenarios simulate workplace interactions and diversity challenges. These exercises enable employees to navigate diversity and inclusion more effectively in their professional roles, crucial for skill-based organizations that value practical application.

Simulations and Scenarios for Practice and Reflection: Immersive DEI training employs simulations and realistic scenarios, allowing learners to apply theoretical knowledge to real-world situations. This enhances problem-solving skills and encourages critical reflection on diversity-related challenges.

Personalized Learning and Tailored Content: Customizable training modules address specific diversity and inclusion issues relevant to the organization. This personalized approach helps skill-based organizations develop strategies and skills that foster a more inclusive workplace culture.

Here I share a few powerful case studies:

Case Study 1: AI-Based Branching Roleplay

To raise awareness about addressing sexism and sexual harassment, we designed branching scenarios with AI avatars. The scenarios revolve around addressing inappropriate remarks made by different characters with a list of responses to choose from. By way of feedback, the learning content is disseminated.

Case Study 2: Adaptive Learning Pathways

To help employees of a global organization build cultural intelligence skills for effective communication and collaboration, we developed an adaptive learning platform where learners input the name of the individual they wish to interact with. Based on the individual’s personality profile and culture, the platform offers personalized resources and learning pathways, enabling quick access to important learning content.

Effectiveness of Immersive DEI Training: Top 5 Essential Considerations

Immersive DEI training programs are pivotal in skill-based organizations, ensuring customized, psychologically safe, authentic, practically applicable, and measurable learning experiences.

Customizing approaches for an organization’s unique workplace realities: Tailoring immersive DEI training to address specific challenges and dynamics within skill-based organizations ensures relevance and applicability, enhancing engagement and learning outcomes.

Factoring for psychological safety in learning environments: Creating a safe and supportive atmosphere where employees feel comfortable exploring sensitive DEI topics fosters open dialogue and genuine learning experiences, crucial for a future-ready workforce.

Authenticity and realistic experiences: Incorporating real-world scenarios and diverse perspectives in immersive training builds empathy and prepares employees to navigate complex DEI issues authentically, aligning with the practical needs of next-gen organizations.

Importance of experience and application in learning: Emphasizing hands-on practice and application of DEI principles allows employees to develop practical skills that can be immediately applied in their roles, enhancing ROI and fostering a culture of inclusion.

Measuring the impact and effectiveness of the programs: Implementing robust evaluation metrics to assess behavioral changes and performance improvements resulting from immersive DEI training ensures ongoing optimization and alignment with organizational goals in skill-based environments.

Conclusion

In the evolving work landscape, prioritizing DEI is critical. Traditional methods often fall short in fostering lasting change and building inclusive cultures. Immersive DEI training, utilizing VR, AR, and simulations, offers a transformative approach. It creates environments where employees in skill-based organizations can safely explore sensitive topics, develop empathy, and practice inclusive behaviors. Evaluating these programs provides valuable insights into ROI and tangible impacts, essential for cultivating a future-ready workforce and fostering a truly inclusive workplace culture.

[linda0609barron]

Nurturing an Inclusive Workplace

Explore effective strategies to foster diversity, equity, and inclusion (DEI) in your organization. This blog delves into the importance of creating an inclusive workplace, the benefits of diverse teams, and actionable steps to implement DEI initiatives successfully. Discover how to build a culture that values and promotes diversity and equity for sustainable business growth. Read more : https://us.sganalytics.com/blog/strategies-to-foster-diversity-equity-inclusion/

[akwyz]

Bridging the Gap: The Unseen Diversity in Our Workplaces

🌟 New Blog Alert! 🌟 Dive into the untapped potential of Workplace Diversity & Disability Inclusion with our latest insights. Transform your organizational culture and embrace true inclusion. Read now & join the conversation! #FutureOfWork #axschat

In a revealing conversation on Axschat, Hilary Wool, a partner at Boston Consulting Group (BCG), sheds light on the often-overlooked diversity in our workplaces: disability. Through her extensive research on self-identity, disability, and the feeling of belonging, Wool brings critical insights that challenge our perceptions and underscore the need for a more inclusive approach in corporate…

[ngwcc]

Designing Your Life

Navigating Our Journeys Session:WS 5-A “Designing Your Life” Friday, March 29, 2024 1:35 pm –  3:00 pm  EST   Dr. Bea Rodriguez-Fransen Join Dr. Bea Rodriguez-Fransen  for a workshop titled “Designing Your Life.” Description Based on the principles of design (ideation and prototyping) and foresight (episodic future thinking), during this workshop attendees will produce a draft of their life…

[comodogems]

The Role of Leadership in Advancing DEI Initiatives

[bethechangehr]

We provide the best DEI HR strategies in New York providing a Clear Path with AAA Roadmap To DEI based on research, psychology, and HR best practices.

[inclusiveleadersgroup22]

DEI Strategy Development- Inclusive Leaders Group

Discover how Inclusive Leaders Group crafts a powerful and forward-thinking Diversity, Equity, and Inclusion (DEI) strategy. Our approach fosters inclusivity, empowers diverse voices, and drives organizational success. Join us in shaping a more equitable future.

To contact us, visit the site: https://inclusiveleadersgroup.com/lets-connect/

[inclusiveleadersgroup]

In today's rapidly evolving corporate landscape, fostering diversity, equity, and inclusion (DEI) isn't just a buzzword; it's a strategic imperative. Organizations worldwide are recognizing the immense benefits of a diverse workforce, both in terms of innovation and employee satisfaction. In this article, we will explore the significance of a Diversity Equity Inclusion Strategy and how it can transform workplaces into more equitable and inclusive environments.

[thearbourist]

Critical Race Theory In Canada - Foisted On Ontario Doctors.

This is how deep the bullshit is being worked into society. Become aware and combat CRT however you can. Need some strategies listen and consider these four options: Forthright resistance, Grey Rock, Spying/Espionage/Whistle blowing, and of course Trolling.

[eidesignlearning]

Measuring The Effectiveness And Impact Of DE&I Training

The diversity, equity, and inclusion movement started as a reaction to injustice. But it really is a business imperative whose ultimate success depends on embedding the values of DE&I holistically across organizations, so everyone accepts differences between people as a strength that drives innovation, collaboration, and evolution.

The diversity, equity and inclusion movement started as a reaction to injustice. But it really is a business imperative whose ultimate success depends on embedding the values of DE&I holistically across organizations, so everyone accepts differences between people as a strength that drives innovation, collaboration and evolution.

Research by Brandon Hall Group™ and other organizations shows that DE&I drives better business results. For example:

Companies with a diversity focus are 2.6 times more successful at retaining their workforce.

Inclusive teams prove to be 35% more productive.

But the fact is that most employers can’t prove that all the DE&I training and other initiatives they have launched over the past three years are having a positive impact on their organizations. Measurement of DE&I initiatives in general, including assessing the impact DE&I training has on culture change and the business, is not a core competency for most employers.

A 2023 study by Brandon Hall Group™, Improving the Business Impact of DE&I: Creating a Culture for Success, shows that:

35% of organizations do not measure the impact of DE&I training at all.

Only 20% said they were good or excellent at measuring DE&I training effectiveness.

56% said measuring the impact of DE&I training is their highest priority for improvement.

EI Powered by MPS, a Brandon Hall Group Smartchoice® Preferred Provider, stresses the assessment of learning impact in all training programs, including DE&I.

DE&I training goes beyond equipping a workplace with an array of employees from diverse demographics. It aims to foster an environment of:

Inclusive communication

Cultural sensitivity

Diverse problem-solving

And unconscious inclusion rather than unconscious bias

This training crucially enables organizations to build a workplace culture free from discrimination, encouraging diversity, equitable treatment, inclusive decision-making and educational efforts to foster understanding.

However, DE&I training must be strategically designed to ensure effectiveness. It must:

Address the needs and challenges unique to the organization

Encourage practical applications of DE&I principles

Incorporate engaging learning formats, emotional intelligence, and humanization to motivate learners and promote active participation

Let’s dig into the methods organizations can employ to create compelling DE&I training and measure its impact on the organization and the business.

6 Ways to Make DE&I Training Effective

DE&I training plays a pivotal role in building an inclusive environment in the workplace. However, organizations must strategically design DE&I training to guarantee effectiveness. The principles and values of DE&I must be embedded across the enterprise. Parameters that can help organizations improve the effectiveness of their DE&I training include:

Understanding an organization’s culture. Organizations can support the integration of DE&I principles into policies, processes, recruitment, performance evaluations and decision-making. Training content should address the needs and challenges unique to the organization because understanding an organization’s culture creates transformation. Organizations should also encourage employees to apply the concepts they have learned in their everyday work.

Utilizing practical approaches for inclusion. Organizations should use practical approaches for inclusion, such as combining in-person workshops, online modules, videos, podcasts and webinars, to ensure accessibility and engagement across the diverse workforce.

Tying learning to the business. Leadership support is vital not only to support the training but also to lead by example. Getting senior leadership to demonstrate their commitment to DE&I can send a powerful message and encourage employees to take DE&I seriously.

Using engaging learning formats. Interactive videos, simulations, gamification, microlearning, case studies, group discussions, role-playing and experiential exercises are better options than presentations and courses to engage participants and encourage active learning.

Embracing emotional intelligence in design learning. This is especially useful in today’s high-stress work environment. Focusing on empathy, emotions, and self-awareness not only helps connect meaningfully with the learners but also creates a healthier, happier and more productive workplace.

Humanizing the learning. When employees are provided with a safe space for open dialogue, questions and discussions, they can better share their perspectives and experiences without fear of judgment or reprisal. Therefore, for DE&I training, the focus should be to create an atmosphere that makes everyone comfortable.

Measuring the Impact of Your DE&I Training

After you build training programs designed to be effective, you must assess whether you have attained your goals. While many organizations still struggle with measuring impact, Brandon Hall Group™ research shows that high-performing organizations leverage these processes and get strong results:

Learner feedback. Organizations must regularly seek learner feedback and employ insights to fill in any gaps and inform future training initiatives. This ensures continuous improvement in addressing the needs of learners. There are certain types of feedback that organizations can seek from their learners. These include:

Pre- and post-learning surveys. Pre- and post-learning surveys help assess the impact of the training and measure the changes in knowledge, attitudes and behaviors. The comparison of responses from the pre- and post-learning surveys allows organizations to evaluate the effectiveness of the training program and identify areas of improvement.

Individual interviews. These help gain personalized and detailed insights from the participants.

Focus groups. Focus groups foster group dynamics and can stimulate conversation, encourage participants to build upon each other’s ideas and uncover a range of perspectives and experiences which lead to more nuanced and holistic feedback.

Cultural assessments. These assessments help you understand cultural norms and values, facilitate dialogue and collaboration and enhance cultural competence, which helps inform decision-making and track progress.

Cumulative Results. The compilation of the data from the various forms of feedback can provide insights into the learners’ perceptions such as whether:

They have the same access to development and career opportunities

More training is required

Training is effective in resolving any discrimination in the organization.

Data Analysis: Analyze the data collected to determine if learners can develop the expected knowledge and if they feel more comfortable approaching workplace diversity after the training. This takes time. However, because DE&I is all about transformation of cultural and individual growth in an organization, it is essential to create an evaluation process that can measure the efficacy of the learning.

Measuring the impact of an organization’s DE&I initiatives will provide strategic insights for short- and long-term outcomes. Collecting and analyzing feedback helps organizations identify the strengths and weaknesses in their DEI training programs and make necessary adjustments.

By taking the time to measure diversity training effectiveness, organizations can enable a continuous improvement cycle that ensures that training initiatives evolve and remain relevant over time. The best results come from continually making improvements — from the leadership down.

Key Takeaways: A Continuous, Systematic Approach

The workforce — already more diverse than ever before — will become even more diverse in the years ahead. A systematic and continuous approach to DE&I can translate into positive change, creating a workplace culture where employees from different backgrounds, cultures, and personalities can establish a strong sense of belonging.

DE&I training is the foundation for embedding the concepts, principles, and values of diversity, equity, and inclusion across the enterprise. By adopting a policy-driven and leadership-backed DE&I training strategy, organizations can build a more engaged, productive, and harmonious workforce.

To ensure that DE&I training meets its objectives, organizations must evaluate its effectiveness through continuous feedback, analysis, and improvements.

With DE&I training and its accurate measurement, organizations can harness the unique strengths and perspectives of their diverse workforce, translating it into a significant competitive edge.

[elsa16744]

Skill-based Hiring for Diversity, Equity, and Inclusion

Workplaces have evolved to adapt to the year 2020 and its aftermath. Via "work from home" or real-time virtual collaborations, enterprises have reenvisioned what a modern office space and recruitment process must include. Simultaneously, the rising trend toward skill-based hiring has increased the significance of continuing professional development. This post describes how these aspects help implement diversity, equity, and inclusion (DEI) policies.