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* Developing mentorship and sponsorship programs: these programs can support underrepresented groups by providing them with guidance, networking opportunities, and advocacy within the organisation. Creating supportive networks for minority and gender groups can provide safe spaces for people identifying as minorities to develop programs that are suited to them and to provide a united voice to report ongoing discrimination.<ref name="Woman and Public Organisation: An E"/>
* Using data to track and address disparities in training opportunities: this may include censuses<ref>{{cite web |title=Improving diversity and inclusion in the Public Service |url=https://www.publicservice.govt.nz/system/public-service-people/diversity-and-inclusion/improving-diversity-and-inclusion-in-the-public-service |website=Te Kawa Mataaho Public Service Commission |access-date=17 September 2024}}</ref> or regular pulse surveys or records of learning that are linked to a person's self-identified attributes.
The current political climate in the United States has intensified debates around Diversity, Equity, and Inclusion (DEI) programs, leading to both challenges and shifts in corporate strategies. Increased political polarization, new state-level legislation, and public scrutiny have caused some companies to scale back or reframe DEI initiatives to avoid legal risks or reputational backlash. At the same time, many organizations remain committed to fostering inclusive workplaces, but are increasingly positioning DEI efforts under broader umbrellas like "talent development," "belonging," or "workplace culture" to navigate the evolving landscape. Overall, the environment has made DEI efforts more complex, requiring companies to be both strategic and resilient in advancing inclusive practices.
▲== Occupation ==
The Occupational Information Network cites training and development specialists as having a bright outlook, meaning that the occupation will grow rapidly or have several job openings in the next few years. Related professions include training and development managers, (chief) learning officers, [[Industrial and organizational psychology|industrial-organizational psychologists]], and [[organization development]] consultants. Training and development specialists are equipped with the tools to conduct needs analyses, build training programs to suit the organization's needs by using various training techniques, create training materials, and execute and guide training programs.<ref name=":7">{{Cite web |title=13-1151.00 – Training and Development Specialists |url=https://www.onetonline.org/link/summary/13-1151.00?redir=13-1073.00 |access-date=2019-03-01 |website=onetonline.org}}</ref>
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