Janine Yancey knew there had to be a better way.
So, in 2014, frustrated with how the legal system solved workplace problems, she moved from helping employers defend employment claims to helping them solve the problems that were causing these claims in the first place.
Her instincts were right as currently there are over 3,600 companies using her training including Chevron, Whirlpool and Genetech.
What makes this training system so effective? “Our method is to start conversations, which are the true social dynamics of the workforce, using video dialogue that gets to the heart of the issues of ethics, respect and inclusion. That dialogue is analyzed and aggregated and presented to employers so that they can see how their workforce is thinking about these issues. The next step is for the company to make changes to the culture, with the goal of everyone working together to reach common goals,” explains Janine Yancey, CEO Emtrain.
A DE&I Culture is Required
Reformulating a culture is often considered a company initiative, but that perspective must evolve in the current talent environment, says Yancey. “We are moving from a time when DE&I programs had an external focus whose mission was to achieve good corporate citizenship. Now, given the workplace demographics and social issue concerns, DE&I needs to be moved to the business operations side of the organization. If you want to attract and retain talent a DE&I culture is a necessity.”
