DEI Training Plan Template
One-off awareness training is the most common DEI spend and the easiest to show no result from. A training plan is the document that connects a specific gap to a specific audience, in an order that means the people making decisions are trained before everyone else is asked to trust the process.
See the coursesEverything on this page is yours to copy and adapt. The courses cover the decisions behind it: what to charge, what to promise, and what to put in writing.
What yours needs to cover
- ✓ A needs analysis linking each session to a gap you can evidence
- ✓ An audience map, sequenced so decision-makers go first
- ✓ Format and length per audience, including what works for shift and frontline staff
- ✓ A facilitation section covering who delivers it and what they need to handle
- ✓ Pre and post measures defined before the first session runs
- ✓ A follow-up plan, because a single session changes very little on its own
How to use it
- Start from the gap, not from the catalogue. Buying a course before diagnosing is how budget disappears.
- Train hiring managers and promotion panels before running an all-staff session.
- Define the measure and take the baseline before the first session.
- Plan the reinforcement at the same time as the session, not afterwards.
- Evaluate honestly, and be willing to say that something did not work.
DEI Training Plan Template FAQs
Does unconscious bias training work?
On its own it reliably changes awareness and rarely changes decisions. It works better as one part of a change to the decision process itself, which is what the plan is for. Unit 6 covers the evidence and what to do instead of a standalone session.
Who should be trained first?
The people who make hiring, pay and promotion decisions. They have the most leverage over outcomes, and training everyone else first invites the reasonable objection that nothing has changed where it counts.
How do you measure training effectiveness?
Pair a knowledge or confidence measure taken before and after with a behavioural measure from the real process, such as the consistency of interview scoring. Only the second one tells you anything about outcomes.
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