It is required that all employees receive EEO/AA/Diversity "training" and this is something we typically cover during Orientation. But we need something "new"--the "talking head" from our EEO office just isn't cutting it. And when it comes to "required" training, I scratch my head when it comes to being creative. What do you do? Have you ever incorporated off-the-shelf online training as a viable option?

AASW-

Why do you need something new? What is it with your current training that is not working? What is the objective of the training - compliance or actual knowledge retention?

I would try to answer those questions first and work backwards from there.

Let me ask it a different way: how do others in our industry address diversity? Do you present the topic during Orientation or at some other time? Is it mandatory? What is the medium you use to present the information (e.g., video, PowerPoint)?

As a fellow professional in our industry, let's just assume that due diligence and analysis is already done--we know we need to make a change, and we are now exploring options as part of the design initiative.

Since it's not training, but indoctrination and part of compliance, I would keep it with the orientation program to get it done and out of the way. That's what I've seen in every company. Indoctrination, which includes any necessary compliance issues, is handled on the first or second day of "on-boarding".

As for being creative with it -- well, that's another thing entirely. I know many good, creative instructional design consultants who would appreciate the work if you need someone....

quote:

Since it's not training, but indoctrination and part of compliance

AASW. It's training. It's also NOT necessarily ONLY about compliance and indoctrination, but about influencing attitudes and learning, but that depends on the company, trainer, etc.

If you have a trainer who believes it's about compliance and indoctrination, my bet is the whole thing will fail badly. If you have a trainer who believes it's about learning, respect, and doing the right things, you'll be amazed at what the results can be. So, be careful who actually does the work.

I've been involved in Employment equity training that is 3 days long and the reason for the length is that the intricacies of being both respectful and lawful are not "common sense" to a lot of people.

Hence the need for people to learn what everything means in terms of practical, everyday conduct.

As for creative ways, there's tons, of things provided you have the time. So, my answer to your initial question is it should be covered off in orientation (a brief coverage of key points), by some paper document given to them at that time, plus more indepth training.

The latter will depend on the company's level of commitment and fear levels.

There's no limit to training techniques for EEO/diversity, including various exercises, case studies, games, etc. You choices depend on your objectives and available time.

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