Most large organizations have made strides to increase diversity in their workforces, and many implement “diversity training” to help their leaders and employees be more aware of the issues faced by a diverse workforce. But too often this training fails to achieve its desired results, and can leave people feeling confused about what concrete steps they can take to benefit from an understanding of diversity.

Part of the problem is that some organizations don’t provide their people with a clear definition of diversity or how it can benefit their bottom lines. According to an article in Training Magazine, the most effective training programs treat diversity as an inclusive process, rather than excluding people who don’t meet the traditional definitions of a diverse person. Essentially, diversity encompasses any dimension that differentiates a person or group from others. This definition includes everyone. Since we are all different from one another, we all contribute our own unique perspectives and abilities. The key is to educate people about how to leverage these differences for business success.

Learn more about how diversity improves when Versatility is factored in – especially among leaders in an organization. Click the content below to access new research:

The Relationship Between Versatility & Diversity Among Leaders

In a study of 143 managers at a large multinational defense contractor, The TRACOM Group found that managers with high Versatility were rated significantly more effective at promoting Diversity and Inclusiveness (D&I) than managers with lower Versatility. Importantly, these evaluations came from the managers’ direct reports, those in the best position to determine D&I behaviors.

TRACOM Group on Instagram

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