What is sensitivity training? 

Sensitivity training is a technique used by businesses to promote sensitivity among members of the organization. It often consists of various counseling and educational methods designed to encourage greater self-awareness.

Through this self-awareness, individuals can identify prejudices they harbor, even unknowingly. This can help increase their sensitivity toward others—particularly those with backgrounds different from their own.

By increasing each individual’s sensitivity, these trainings can facilitate discussions among peers that further cultivate empathy and understanding. After undergoing sensitivity training, employees tend to approach these discussions with a new perspective. Because of this, such conversations are often more productive than they were prior to any sensitivity training.

Why sensitivity training matters

But why does increased sensitivity matter in the workplace? Employees with high sensitivity levels tend to be more accepting of diversity in the workplace, which can increase efficiency in both individuals and teams.

Sensitivity training can benefit the workplace in a variety of ways. Some of these include:

Facilitates trust

Trust is extremely valuable in the workplace. Employees who trust each other are more likely to develop strong professional relationships. This can make it easier for team members to engage in their work, both on their own and as part of a team. Better workplace relationships also contribute to higher job satisfaction overall.

Building trust between staff members and leaders is just as important. Employees who can place trust in their leaders tend to feel more comfortable speaking out about issues that concern them, which can contribute to a comfortable working environment for everyone.

Improves communication

Heightened sensitivity can also improve communication among all channels. The nature of sensitivity training encourages team members to cover issues that may be difficult to discuss. This gives participants the chance to practice having tough conversations.

Facilitating these discussions can help your team strengthen their communication skills. Over time, they may feel more confident not just having complex discussions, but also participating in them with the intention to learn.

Those who undergo sensitivity training also tend to become more comfortable asking for clarifications or explanations when faced with experiences or topics they don’t understand. This can contribute to a workplace culture that makes learning and growth its priority.

Builds empathy

Empathy requires individuals to place themselves in the shoes of others, even if they share little in common on the surface. In the workplace, this can help employees overcome biases they might not even realize they have.

Empathy can also promote better workplace relationships among peers and leaders alike. Sensitivity training for managers specifically can help leaders identify habits and policies that may favor some groups over others.

Promotes diversity

Diversity is critical for success in the modern business world. Companies that build diversity and inclusion into their culture tend to produce teams with a heightened talent for innovation and problem-solving.

Teams consisting of members with a variety of backgrounds often approach problems from unique perspectives. This gives them an edge over homogenous teams that tend to produce one-note ideas. When it comes to developing ideas that measure up against competing companies’ innovation, diverse teams have a distinct advantage.

How to implement sensitivity training at work

As an employer, there’s a lot you can do to facilitate greater sensitivity. Follow the suggestions below to help your team get the most out of your training. 

Host regular training sessions

Hosting sensitivity training sessions is one way to introduce your employees to the concept of workplace sensitivity. These sessions are most effective when conducted regularly to keep team members engaged with the material.

Consider hiring an outside professional to conduct these training sessions for your team. A professional with a background in sensitivity and inclusion is likely better equipped to present these concepts in an educational environment. Plus, they won’t have any preexisting biases against anyone on your team.

Make expectations clear

Simply hosting sensitivity training sessions may not be enough to keep employees engaged. To demonstrate the practice’s importance, make your expectations clear from the start.

If your intention is to incorporate sensitivity into your company culture , express this to your team. Explaining the benefits of the process can show employees just how valuable sensitivity training can be to their own job satisfaction. Being transparent about your hopes for sensitivity training can help team members get on the same page, making each session more effective overall.

Provide opportunities for development 

Giving employees opportunities to develop their sensitivity skills outside of each session can help them put what they’ve learned into practice. Consider facilitating sensitivity exercises of your own or encouraging deeper discussion during standard team meetings.

Because sensitivity is interrelated to diversity and inclusion, consider hosting trainings specific to these concepts as well. Not only does this strengthen the benefits related to workplace sensitivity, but it also provides employees with additional opportunities for growth.

Prioritize communication

Sensitivity training can foster improvement in communication over time, but taking your own steps to improve it can make training sessions more effective. 

Start by assessing your team’s communication skills to find out where they stand. Then you can take steps to promote growth, such as holding one-on-one meetings or practicing active listening.

Prioritizing communication aligns with sensitivity training, which promotes empathetic listening and healthy discussions.

Hold people accountable

Part of building workplace sensitivity is putting an end to insensitive practices. This means holding people accountable who repeatedly engage in insensitive behavior. 

Accountability is a particularly useful part of sensitivity training for managers. Team leaders are typically in a position to enforce accountability among employees. While this may be uncomfortable at first, holding everyone accountable will make it easier to incorporate the practice into your company culture . Plus, it can contribute to a more positive workplace overall.

Lead by example 

As an employer, leading by example can be one of the most effective ways to enforce sensitivity. During sensitivity training sessions, do your best to absorb the material just as you would expect any employee to. This can show employees just how dedicated you are to creating a comfortable work environment for everyone.

Because sensitivity training for employees leans heavily on self-reflection, try to put these practices in place yourself. For example, pointing out insensitive behaviors or policies yourself can give employees the courage they need to do the same.

Create a positive workplace environment 

A positive workplace environment can go a long way when implementing sensitivity training. It can help reduce employee stress levels, making team members more receptive to difficult conversations. Plus, those who feel at ease tend to feel more engaged with their work, which can prove useful during collaborative training sessions.

Establishing trust with your employees can contribute to a positive work environment. Let them know you’re always there to listen, and they’ll likely feel more comfortable taking up space at work.