Everybody deserves to feel welcomed, included, and valued at work. But it doesn’t always happen, and it’s certainly not something that happens overnight. Creating and maintaining an inclusive work environment is a process. And creating an annual inclusion training program is how you get there. 

Developing an effective disability equity and inclusion training plan is a multi-step process. 

Step 1: Conduct an internal data-collecting initiative. 

There’s no one-size-fits-all approach to disability inclusion training. The only way to design a tailor-made plan that suits a specific workforce is to know more about them. Use existing HR data and survey your employees to find out where their learning gaps are.

Step 2: Design a plan to meet an objective. 

Only when the research is complete and the data has been analyzed can employers start to see a clear picture, identify concerns, and create a comprehensive plan. When drafting a training program, it’s important to consider the following:

1. The plan should target all employees, including c-level executives. Having upper management participate shows how serious the company is about the training. 
2. The plan should address a range of issues, especially unconscious bias, which can create an invisible obstacle to successfully developing a truly diverse and inclusive workplace.
3. The training should be ongoing. Employees are dealing with more than ever these days. A one-and-done training session will be soon forgotten as the employee moves on to other matters. 

Next month we’ll discuss the final two steps to develop a disability equality and inclusion training plan. In the meantime, if you’re looking for comprehensive employee training solutions, consider iDisability®. Over 4 million business users across a variety of industries have already used our 40 e-learning modules to educate and support their staff. Watch our introductory video now.