Thread.... sit down. We finna talk.

I hear many administrators ask “can they make D&I trainings mandatory” or “how can I make them come”

Unnmmmm how you make them do their compliance test? How you make them do their sexual assault training?

How is this even a question?

I don’t understand why it seems so foreign to make D&I trainings mandatory AND hold your staff accountable to it. If a coach said they didn’t want to do sexual assault training they would be out door but yet we have to wonder how to make this mandatory.

Make it part of their performance review, part of their bonus structure. Imbed it so deep in the culture of your department that if they aren’t willing to do that then they aren’t willing to be a part of your department. Period.

Make it known that if they aren’t willing to do this trainings that this isn’t the place for them. I am dead serious because if a coach or staff member said they weren’t doing sexual assault training you wouldn’t think twice about letting them go.

This really shows the answer to the question “is diversity and inclusion important”. What are you willing to stand by. Who are you willing to accept not being in the meetings.

Stop allowing coaches, staff, and athletes to bow out of D&I conversations because they are uncomfortable. That might not be the place for them, and that’s ok. But you CANNOT post about #BLM, say D&I is important but allow that. You can’t.

Decide what side of history you want to be on. Piss some people off. Handle your business.