Without a doubt, an atmosphere of inclusion and equality is best for business. But an inclusive work environment doesn’t just happen. It’s a process that takes work. And the process starts with creating an inclusion training program. 

Last month, we outlined the first two steps of this multi-step process: data collection and training plan design. Now, we’ll highlight the last two. 

Step 3:Roll out the plan. 

Hooray! Your team has collected data, identified needs, and designed a plan tailored to your organization. Now it’s time to launch.

Everyone has their own way of learning. So, share your training program using different formats – video modules, in-person workshops, or written handouts. This allows everyone to absorb the information in their preferred method. Also, deliver training over an extended period of time, so new information is always reinforcing prior learning. Finally, make sure you provide materials for participants to reference after the initial training is complete.

Step 4: Once your plan is complete, evaluate its effectiveness. 

Implementing a successful training program takes some trial and error. But before you start tweaking the program, it’s critical to reflect on your successes and areas for improvement.

Start by answering these four questions: 

1. What did your employees think and feel about the training?
2. How well did they retain the information provided in the training?
3. Have they been able to apply the information and put it into practice?
4. What long-lasting, positive impact has the training had? 

Inclusion training programs are essential for fostering equality and growth within the workforce. If you’re looking for a comprehensive employee training platform with an array of topics on disability, accommodations, accessibility, inclusion, and compliance, 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. Learn more about iDisability.