Search Video Library for: Diversity, Equity, Inclusion & Belonging, Unconscious / Hidden Bias
We’ve probably all heard expressions that seem harmless. But the truth is their effects can be very destructive. And when we have to let a co-worker - maybe someone we've worked with for years - know that he or she has said something that's causing a lot of friction - it can be a real challenge because it's easy to fall into sarcasm.
Organizational diversity includes work habits and values that are affected by time zone differences, commuting patterns, virtual teams and geographic distance. This can be a significant challenge when organizations merge, especially when they’re in different locations.
Sometimes we may think it is okay to tell jokes about our own group or about other groups when we think no one will be offended. The problem is some jokes may cross the line between what’s okay and what may be a violation of a policy or work rule. Even if you are on a break...
One of the things bilingual employees often wrestle with is when is it okay to speak another language with people who share it when we’re around people who don’t. The key is to be as inclusive as possible.
Need a quick primer on the power and impact of workplace diversity? This short video provides a great overview of the basics of diversity and cultural competence. Diversity just shows up. It walks in your door through the hiring process… who's out there in the applicant pool… that's what’s available for you to hire. Whether your a manager, supervisor, team leader or even executive, this quick diversity resource provides key insight into the power of diversity!
Encouraging respect for ourselves and others does not mean failing to recognize race or other differences when they affect our understanding of a situation, our impact on others or our relationships. No matter how you may feel as an individual, color and race consciousness exist in our society and is the lived experience of many people. This video also acknowledges the importance of identity… which is how we see ourselves and how others see us.
Diversity, equity and inclusion are about encouraging and listening to ALL voices. When ideas are dismissed or discouraged, or when there are negative consequences for speaking up, we miss opportunities for innovation and problem solving. Beating tough diversity dynamics at work means creating an environment where all voices can be hard and valued. This is everyone’s responsibility.
Understanding that assumptions (gossip or rumor) reported as fact can have a negative impact on diversity and inclusion.
Recognizing how unconscious bias contributes to “diversity moments” by influencing our perceptions, behavior and the decisions we make about others.
A fun activity to quickly introduce and work through key diversity terms regularly associated with bias.
This activity is designed to help participants re-think their assumptions about others based on what they see (or read). Participants review quotes attributed to famous people on topics that are not how people often think about them.
The worksheet has a series of questions and columns representing dimensions of diversity. Participants mark the most appropriate category for each question; then they are asked questions about their selections.
This activity is designed to spark a discussion about the biases and assumptions people have towards others based upon different characteristics and aspects of who they are. These real-life examples focus on different aspects of bias.
Explanation of the M.E.E.T. model as a respect and inclusion tool.
A concise review of the M.E.E.T. model.
Diversity in today's workplace is a given... and the value of that diversity allows organizations to draw on a fuller range of experiences - allowing them to think more creatively and avoid biased decision-making. But what if that diversity is causing tension? What if inclusion and equity are slow on the uptake? Treating others with respect is paramount to a successful and inclusive workplace.
Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. How can we get past potential bias and get the right talent in the door? And how do we keep them? This fast and fun new series answers common questions and provides real world tips on finding and keeping diverse talent.
Bias is something we all have, and by itself, it’s neither good nor bad. It’s a conscious or unconscious judgment we make based on information we have learned from our own experiences or by what we have been taught by others. To further enhance our skills as a leader we must tackle any biases that create negative relationships or impede an inclusive workplace.
With workers from multiple (up to 5) generations now active in the workforce, the potential for misunderstanding, frustration and conflict puts increasing pressure on productivity. To turn that challenge into a competitive advantage, this program applies the M.E.E.T. approach to the complexities of effectively working in and managing a multi-age workforce.
A focus on the concept of assistance within a diversity context and the importance of avoiding stereotypes (and bias - conscious or unconscious) in the workplace.