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ALL IN!™
Tackling Tough Workplace Diversity Dynamics

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Confront workplace discrimination with dignity and understanding.

Organizations now - more than ever - need to understand how inclusion and other key diversity dynamics impact their efforts to build a more diverse and equitable workplace and culture.

ALL IN!™ Tackling Tough Workplace Diversity Dynamics focuses on the diversity dimension of race. By deepening awareness and understanding of our biases, participants develop knowledge and skills that support and contribute to the organization’s overall equity and inclusion goals.

How does an employee view bias & take action against it?

It's important to be aware of personal biases, listen to the experiences of others, and continuously educate oneself to address and overcome workplace exclusion. Making assumptions and not being receptive to feedback hinders growth and understanding.

Come On Now... I’m Not Racist!

Summary: A conversation where a person expresses disbelief at being labeled as racist - including a recall of various encounters that leads to self-realization of bias. The situation highlights the significance of listening and questioning assumptions in order to combat prejudice effectively.

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How does one address and cope with ethnic and religious bias in the workplace?

Communicate with your supervisor about the issue and seek their support. Develop a plan for self-care and a strategy for dealing with biased encounters. By taking proactive steps and seeking support, people can address and cope with biased behavior in the workplace.

Go Back to Where I Came From!

Summary: An employee recounts a customer's biased comment and its effect on their work. A colleague suggests reporting it to a supervisor.

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Do age and gender bias impact work performance?

Making assumptions based on someone's age, gender, or race can lead to disrespectful and dismissive attitudes - which hinder collaboration and personal growth. It's important to recognize and address biases for adopting a more inclusive and respectful workplace environment.

She’s Young... And a Girl!

Summary: Kendra is a employee, referred to as a "young girl" by her coworker, which is seen as disrespectful by others. The older coworker realizes his bias and apologizes for being disrespect.

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Scenarios Covered In This Program

  • Addressing Microaggressions in the Workplace: How to recognize and respond to subtle, often unintentional, discriminatory comments or actions.
  • Handling Biased Comments & Jokes: Strategies for confronting and stopping inappropriate remarks and humor that perpetuate stereotypes.
  • Supporting Employees Facing Racial Discrimination: How to support and protect employees who experience racism from clients or customers.
  • Confronting & Resolving Unconscious Bias: Techniques for identifying and addressing unconscious biases in decision-making and behavior.
  • Dealing with Feelings of Exclusion Based on Race or Ethnicity: Creating an inclusive environment where all employees feel valued and included.
  • Ensuring Fair & Inclusive Promotion Practices: Establishing equitable promotion and advancement opportunities for all employees.
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Key Benefits for Trainees

  • Address Microaggressions: Trainees learn to recognize subtle, often unintentional, forms of discrimination.
  • Navigate Unconscious Bias:  Learn strategies to mitigate biases in decision-making and interactions.
  • Handle Racial Conflicts: Gain skills to de-escalate and resolve conflicts rooted in racial misunderstandings or tensions.
  • Promote Advocacy: Provides solutions and actions to address performance issues.
  • Foster Inclusive Leadership: Develop inclusive leadership skills, essential for creating equitable teams and work environments.
  • Deal with Racial Stereotypes: Learn to critically analyze and challenge racial stereotypes and prejudices.
  • Encourage Inclusion in Team Settings: Aims to retain employees by helping them succeed rather than terminating them.

Competencies Covered

  • Cultural Sensitivity & Competence: Understanding and respecting cultural differences.
  • Assertive Communication: Communicating one's own needs and rights in a respectful manner.
  • Active Listening: Fully concentrating, understanding, responding, and remembering what is being said.
  • Conflict Management: Identifying and handling conflicts sensibly, fairly and efficiently.
  • Inclusive Leadership: Leading in a way that respects and values everyone's contributions.
  • Bias Recognition: Identifying both personal and systemic biases.
  • Resilience: Building the capacity to recover quickly from diversity-related challenges.
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Frequently Asked Questions

How can an employee identify their own unconscious biases?

It can be done through self-reflection, seeking feedback from colleagues, and using tools like implicit association tests.

How can a manager effectively address systemic racism within their team?

They should foster an inclusive environment by providing bias training and ensuring equal opportunities for all team members.

What is the B.E.A.T.™ model?

It stands for: Being aware of one's own biases and behaviors; Encouraging respect and inclusivity; Accepting responsibility for personal growth and learning; Taking action to speak up against injustice and support diversity.

If an employee feels excluded due to their race or ethnicity, what should they do?

They should seek support from HR or a trusted supervisor. The organization must drive all inclusion efforts. Inclusion initiatives and mentorship programs can also help them feel more connected to the team.

How can a company ensure fair hiring practices and avoid discrimination?

Implementing blind recruitment processes, diverse hiring panels, and standardized/structured interview questions can help reduce bias and ensure fairness.

What can be done to address the feeling of being a 'minority' within a team?

Encouraging team-building activities and open discussions about diversity, inclusion and equity can help. It's also beneficial to have diversity champions within the team to advocate for inclusivity.

What are some strategies to mitigate unconscious bias in decision-making?

They include structured decision-making processes, ensuring diverse perspectives are included, and setting objective criteria for evaluations.

What if I don't have a training program for addressing workplace diversity dynamics?

Here are some of the negative consequences could arise:

  • Risk of Discrimination Complaints: Employees are more likely to engage in behaviors that could lead to discrimination complaints, posing legal risks to the organization.
  • Potential for Interpersonal Conflicts: Employees may escalate conflicts related to diversity issues.
  • Weaker Team Dynamics: Teams may experience reduced cohesion, collaboration, and effectiveness due to misunderstandings
  • Lower Employee Engagement and Retention: A workplace may struggle to engage and retain diverse talent, leading to higher turnover rates and associated costs.
  • Diminished Competitive Advantage: Organizations may fall behind competitors who recognize and leverage the benefits of a diverse workforce, impacting overall business performance.
what will happen

Program Options & Available Formats

FORMATS

Streaming Video

Interactive eLearning

USB Key

Library License

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RUNTIME

Video Length: 29 Minutes
Program Option: 2-Hour Instructor-Led Sessions

MATERIALS INCLUDED

Leader's Guide, Self-Study Guide, Assessment, Workshop Presentation

LANGUAGES

English, Spanish, French, Portuguese (Brazilian)

TARGET AUDIENCE

Employees, New Hires,
Managers and Supervisors, Human Resource Professionals

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