Building A Diversity, Equity & Inclusion Curriculum That Works

How to Build a Diversity, Equity & Inclusion Curriculum That Works

Research from shows that a diverse and inclusive workplace is more innovative, has higher revenue growth and 5.4X higher employee retention. We look at how building a thoughtful curriculum is the key to engaging your team and meeting your Diversity & Inclusion / DEI goals, while keeping your organisation legally compliant.

Organisations are eager to create training programs to help build work environments where employees feel valued and can achieve their potential, regardless of who they are. Getting it right takes a mix of understanding organisational goals and the level of employee sensitivity. Once you have your starting point and destination determined, what’s next?

Diversity thought leader, Andrew Rawson, who is Chief Learning Officer at eLearning Brothers, has outlined planning strategies built upon customer feedback and success stories.

Areas explored include:

  • How to build a comprehensive training program that introduces and builds upon core concepts.
  • Why choosing the right training program takes you from a once-a-year check-the-box mentality to a dynamic communication program.
  • How to right-size your training curriculum to encourage an inclusive work culture.

To make it easier for organisations to implement effective diversity and compliance training, ITC Learning, together with eLearning Brothers have created easy, readymade courses which are fully compliant in Australia and customisable.

What Makes A Diversity and Compliance Course Effective?

Start with a strong foundation for your diversity training

Core Topics (The Must-Haves):

  • Preventing Discrimination & Harassment
  • Workplace Diversity, Inclusion, & Sensitivity

Enrichment Content

  • Unconscious Bias
  • Micro-agressions in the Workplace
  • Bystander Intervention
  • Cultural Competency*

Ideally, these training modules would be spread out over several months, with enrichment topics and reinforcement sprinkled throughout.

It’s important to have a calendar of continuing education, not just a one-and-done training session.

*Note: While Cultural competence is loosely defined as the ability to engage knowledgeably with people across cultures. The term “cultural humility” was introduced in 1998 as a dynamic and lifelong process focusing on self-reflection and personal critique, acknowledging one’s own biases.

Diversity, equity, and inclusion training is a constantly evolving field.

Similar to saying “humility” instead of “competency” when talking about learning about other cultures, instead of using “preferred pronouns,” it’s recommended to simply say “pronouns.” Here’s an article with more information.

How do you know if your DEI or compliance training is effective?

Andrew suggests using survey questions similar to these to evaluate if your training is hitting the right notes.

For DEI courses:

Do you feel that you can bring your whole self to work every day?

1 – Not at all comfortable




5 – Very comfortable

For Prevention of Sexual Harassment:

How likely are you to use a skill or behaviour you learned in the course you just completed?

1 – Not at all likely




5 – Very Likely

6 – I did not learn any new skills or behaviours

Why ITC Learning & eLearning Brothers for building your Diversity & Inclusion program?

Our 15 year partnership with eLearning Brothers has enabled us to tap into some world-leading expertise, insights and concepts that work across diverse learner groups and organisations.

The ITC Learning team bring our uniquely Australian cultural, legal and compliance expertise – along with the world’s best technology, support and legally compliant off-the-shelf courses such as Compliance and Compliance Essentials – to ensure that you are getting the best solutions for your Diversity, Equity and Inclusion program.

Talk to use about your needs by contacting the team at ITC Learning here.

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