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Writer's pictureMarina Shearer

How Extended DISC® Can Assist with Diversity, Equity, and Inclusion (DEI) Training



In today's diverse work environments, fostering Diversity, Equity, and Inclusion (DEI) is essential to building high-performing teams and ensuring a workplace where everyone feels valued. The Extended DISC® system, a powerful behavioral assessment tool, can play a pivotal role in DEI training by helping individuals understand their communication styles, improve interpersonal relationships, and foster inclusivity. Extended DISC® goes beyond typical personality assessments by offering deep insights into how people naturally behave, react to stress, and interact with others, providing a foundation for more inclusive interactions.


Key Ways Extended DISC Enhances DEI Training


1. Recognising and Valuing Behavioral Differences


  • One of the biggest challenges in diversity training is helping individuals recognise and appreciate differences in others. Extended DISC® provides a non-judgmental framework for understanding behavioral styles, emphasising that no style is "better" than another—just different. It allows participants to see that diversity in behavior is an asset to teamwork, problem-solving, and innovation.


  • In a DEI workshop, participants can complete the Extended DISC® assessment to understand their own behavioral styles (Dominance, Influence, Steadiness, Compliance) and how these compare to others in the group. This builds self-awareness and helps participants see the value in the variety of behaviors that contribute to organisational success. Reports can be customised to the needs of the organisation.


2. Reducing Bias and Stereotyping


  • Implicit biases often stem from a lack of understanding of differences in behavior or communication. Extended DISC® provides a scientific, objective lens through which behaviors are understood, helping reduce the unconscious tendency to stereotype others based on race, gender, ethnicity, or background. It shifts the focus to how we prefer to communicate, act, and react under pressure.


  • By teaching individuals to focus on behavior and communication styles rather than surface-level traits, Extended DISC® can help minimise biases in interactions. DEI programs can use the tool to demonstrate how behavioral diversity supports equity in opportunities for leadership, collaboration, and advancement.


3. Enhancing Communication Across Cultures and Teams


  • Extended DISC® empowers individuals to adapt their communication styles to better connect with colleagues. Miscommunication often arises from differences in how people express ideas, listen, and give feedback—key areas that DISC addresses. With a better understanding of each behavioral style, teams can reduce misunderstandings and friction.


  • In DEI training, scenarios can be presented that highlight common communication challenges. Participants can use their Extended DISC results to explore how they might adapt their natural style to improve communication across different cultural or behavioral lines.


4. Supporting Psychological Safety and Inclusion


  • A core component of inclusion is creating a space where everyone feels psychologically safe to share their ideas and perspectives. Extended DISC® helps build this environment by teaching individuals how to recognise the needs of others based on their DISC profile. For example, Steady (S) individuals may need more time and assurance in group discussions, while Dominance (D) types may appreciate directness and decisiveness. Understanding these needs supports more inclusive meetings and conversations.


  • DEI programs can use Extended DISC® to facilitate discussions around how to create inclusive spaces for all DISC styles. Leaders can be trained to use this knowledge to foster an environment where each team member feels comfortable contributing.



5. Addressing Conflict Resolution in Diverse Teams


  • Diverse teams are more prone to conflict due to differences in perspectives, communication styles, and approaches to problem-solving. Extended DISC® can help individuals understand the root causes of conflict, which often stem from behavioral style clashes rather than deeper personal differences.


  • DEI training can incorporate exercises where participants practice using their DISC knowledge to resolve conflicts. For example, a high D (Dominance) individual might learn to temper their direct approach when working with a high C (Compliance) colleague, while the C individual learns how to engage in constructive feedback without feeling defensive.


6. Promoting Leadership Diversity


  • Leadership often reflects certain dominant DISC styles, but a truly inclusive organisation values leadership potential across all behavioral styles. Extended DISC® helps dismantle the notion that certain styles (e.g., high D) are better suited for leadership. It empowers individuals of all DISC types to recognise their leadership potential and shows organisations how to leverage a variety of leadership styles.


  • DEI training can focus on leadership diversity by highlighting how leaders from different DISC profiles bring unique strengths to the table. For example, a high I (Influence) leader might excel in relationship-building and motivation, while a high S (Steadiness) leader may be exceptional at fostering team harmony and long-term planning.


7. Fostering Team Cohesion and Collaboration


  • Extended DISC® provides a shared language for team members to discuss their differences in a constructive way. When teams understand the dynamics of their group based on DISC profiles, they can better allocate roles, resolve tensions, and work more effectively together. This is especially important for diverse teams where misunderstandings can arise due to differences in approach.


  • DEI workshops can use team Extended DISC® assessments to facilitate exercises that build cohesion. By understanding the behavioral preferences of each team member, participants can learn to leverage each other’s strengths and collaborate more effectively.


8. Encouraging Inclusive Decision-Making


  • Decision-making in diverse teams benefits from input across all DISC styles. Extended DISC® can help leaders ensure that decision-making processes are inclusive, by making space for contributions from each behavioral style—whether it's the quick, action-oriented ideas of a high D or the careful, data-driven insights of a high C.


  • In DEI training, leaders can be encouraged to reflect on their own decision-making styles and learn how to include input from all DISC types. This leads to more balanced and informed decisions that consider a wide range of perspectives.




Extended DISC is an invaluable tool for enhancing Diversity, Equity, and Inclusion training. It helps individuals recognise and appreciate behavioral diversity, reduces bias by focusing on communication and interaction styles, and promotes a more inclusive workplace. By integrating Extended DISC® into DEI initiatives, organisations can better understand and leverage the strengths of their diverse workforce, foster psychological safety, and create a culture where everyone feels seen, heard, and valued.


For any organisation committed to DEI, using Extended DISC® provides actionable insights that lead to more inclusive behaviors, stronger teamwork, and more effective communication across diverse groups.

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BSc.psychology

Diploma Professional Coaching

Certified Practitioner and Accreditation Coach Extended DISC ®

Blanchard Aotearoa NZ Affiliate


Marina is a coach, professional development expert, and facilitator who specialises in helping people and teams develop themselves so they can be the best version of themselves and conduct their personal and professional lives more effectively.

Learn more about her HERE 

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