Building a Diversity, Equity, and Inclusion Training Curriculum That Works

Organizations 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 organizational goals and the level of employee sensitivity. Once you have your starting point and destination determined, what’s next? 

Watch this presentation to learn how building a thoughtful curriculum is the key to engaging your team and meeting your DEI goals.

Andrew Rawson, Chief Learning Officer at Traliant, outlined Learning Management strategies built upon customer feedback and success stories. 

This session explores:

  • 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.

Why Diversity Training From Traliant?

In addition to the company being ranked one of the fastest-growing compliance companies on the Inc. 500 list, their courses rank highly with learners. 90% of the learners surveyed (over 10,000) say they are “likely or very likely” to use the skills and behaviors learned from Traliant training courses. 

To make it easier for organizations to implement effective diversity and compliance training, eLearning Brothers has partnered with Traliant and integrated its courses into the Rockstar Learning Platform.

In this webinar, Andrew Rawson, Chief Learning Officer at Traliant, showcased what makes these diversity and compliance courses so effective. 

Start With a Strong Foundation for Your Diversity Training

Diversity Training Core Topics (The Must Haves):

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

Diversity Training Enrichment Content:

  • Unconscious Bias
  • Microagressions in the Workplace
  • Bystander Intervention
  • Cultural Competency*

Effective Diversity Training Timeline

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.

Table showing an example schedule of a Training & Communications Calendar showing DEI training

*Note: While “cultural competency” is the most commonly-used phrase for this type of training, it’s starting to be referred to as “cultural humility” instead.

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 behavior 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 behaviors


Watch the webinar recording to learn more about building an effective DEI or compliance training curriculum:

Download the slides from this presentation.

You can find these courses from Traliant inside the Rockstar Learning Platform. Get a free account and check out how to rock Learning Management with the Rockstar Learning Platform today.