When to Do Inclusiveness Training?

Inclusiveness training can be done:

  • Before you complete the inclusiveness blueprint.
  • While you're completing the inclusiveness blueprint.
  • Before and while you're completing the inclusiveness blueprint. 
Training Before Completing the Inclusiveness Blueprint
There are some distinct advantages to doing inclusiveness training before engaging in the assessment process and completing an inclusiveness blueprint:

Individuals who go through effective inclusiveness training will likely find that their understanding of the value of completing the information-gathering process and developing a blueprint will increase substantially. This is particularly true in organizations where people do not believe that an inclusiveness initiative has value and is worth the required time and energy.

Effective inclusiveness training can provide a solid foundation for understanding the importance of inclusiveness in nonprofit organizations and increase everyone's willingness to engage in the process. 

Training While Completing the Inclusiveness Blueprint
Engaging in inclusiveness training while gathering information and developing an inclusiveness blueprint is ideal for organizations that have the resources to do it all at the same time.

The learning that occurs during effective inclusiveness training can be very instructive for the information-gathering phase and the blueprint process and vice versa.

As you get into these activities, you will most likely begin to see how individual awareness and understanding are facilitated by the information gathered, and how developing a blueprint is easier when people doing the work have greater personal understanding of inclusiveness.

If the training is clearly tied to organizational issues that have been identified in the needs assessment, resistance by staff will be minimized. 

Training Before and While Completing the Inclusiveness Blueprint
Once an organization begins an inclusiveness training program, it may discover that the benefits of effective training are so great that it is worthwhile to do ongoing training. In fact, this could easily be an outcome from the inclusiveness initiative itself.

This strategy combines the benefits of both of the options listed above.

Be cautious, however, if you choose this approach because people may feel that the training is overzealous and takes too much time away from their regular work. 


You'd better name yourself, because, if you don't others will do it for you.
     Audre Lorde