{"id":61957,"date":"2023-02-21T17:16:53","date_gmt":"2023-02-21T17:16:53","guid":{"rendered":"https:\/\/explore.local\/2023\/02\/21\/making-skills-the-great-equalizer-ld-enables-deib\/"},"modified":"2025-08-08T15:20:00","modified_gmt":"2025-08-08T15:20:00","slug":"making-skills-the-great-equalizer-ld-enables-deib","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/de\/blog\/making-skills-the-great-equalizer-ld-enables-deib\/","title":{"rendered":"Making Skills The Great Equalizer: L&D Enables DEIB"},"content":{"rendered":"\n

The number of DEIB programs at colleges and universities is growing<\/a>, but your company can\u2019t wait up to four years for newly-minted DEIB experts to arrive.<\/p>\n\n\n\n

In fact, you might not be able to wait days or weeks. Why? Lack of support is driving many people already working in DEIB enablement to look for new jobs<\/a>.<\/p>\n\n\n\n

\u201cThere\u2019s an emotional toll, and that\u2019s exacerbated when you have inadequate resources and support, or when the job is tokenizing,\u201d Paulette Granberry Russell, president of the National Association of Diversity Officers in Higher Education, recently told Inside Higher Ed<\/a>.<\/p>\n\n\n\n

The good news is L&D \u2014 starting today \u2014 can play a huge part in helping the business deliver DEIB programs that are supported, meaningful and impactful.<\/p>\n\n\n\n

You can help your organization get it right by understanding, embracing and developing specific workplace skills across your organization that drive DEIB success.<\/p>\n\n\n\n

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Enabling DEIB in the Workplace<\/strong><\/h2>\n\n\n\n

Getting DEIB right takes a thoughtful approach. And you can put talent development right at the core.<\/p>\n\n\n\n

\u201cFocusing on DEIB in the workplace isn\u2019t new, but where many companies struggle is thinking that DEIB is simply about a diverse representation of employees,\u201d according to Degreed Chief People Officer Janice Burns. \u201cRepresentation is an input and a first step in inclusion. But without the practices and the conditions where people feel included, the representation falls flat.\u201d<\/p>\n\n\n\n

DEIB initiatives fail when they don\u2019t overcome people\u2019s fears<\/a>, don\u2019t have specific goals<\/a>, lack shared accountability<\/a>, and the list goes on<\/a>.<\/p>\n\n\n\n

And if you\u2019re failing to retain the DEIB pros currently on your staff, \u201cThe important thing is making sure that people come into the roles adequately prepared, and that those who are developing those roles understand what it takes to not only realistically set goals, but also support that individual in pursuing them,\u201d noted Granbery Russell.<\/p>\n\n\n\n

While the Degreed LXP<\/a> isn\u2019t a DEIB training solution, we recognize the role it can play in helping L&D promote skill development and reduce bias<\/a> in support of DEIB business initiatives. And DEIB is something many of us here have taken a personal interest in, by joining Business Resource Groups (BRGs)<\/a>, by engaging in learning and dialogue<\/a> and more.<\/p>\n\n\n\n

Moreover, DEIB is a topic we studied in collaboration with RedThread Research in our report Creating a DEIB Culture: The Skills Every Employee Needs<\/em><\/a>.<\/p>\n\n\n\n

When we started our study, we discovered there wasn\u2019t a set standard to prioritize DEIB in the workplace. Some methods of DEIB training aren\u2019t effective<\/a>. Often, but not always, current training focuses on the legality of DEIB in the workplace, and it\u2019s oftentimes mandatory. Yet, there aren\u2019t any substantial results to show this positively impacts underrepresented populations.<\/p>\n\n\n\n

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L&D, Skills and DEIB<\/strong><\/h2>\n\n\n\n

Embracing skills can be an effective way to create a more DEIB-focused workplace culture. Specifically, learning and applying skills critical to creating and maintaining a strong DEIB culture. <\/p>\n\n\n\n

What are these skills? Most organizations haven\u2019t identified the skills necessary to develop a strong DEIB culture. <\/p>\n\n\n\n

Our research found:<\/p>\n\n\n\n