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Diversity 201™
Equity and Inclusion in Action

Be aware of your own behavior and how it impacts others!

Diversity is all about the unique individual, cultural and organizational characteristics that impact a company’s workforce, customers, and business practices. When people from different backgrounds come together, they bring interests, concerns and meanings that reflect their individual and group experiences. Diversity dynamics result from this blending of experiences and perspectives.

To maximize your diversity potential and strive towards inclusion and belonging, you must: be aware of your own behavior and how it impacts others; encourage respect for others and yourselves; accept responsibility for your own behavior and make appropriate changes, and most importantly, be an ally and speak up against biases, stereotypes, and disrespectful behavior.

Helping Non-Native English Speakers

In today’s diverse world, we’re bound to encounter customers, vendors and even co-workers who speak English as a second language. When we are tired and frustrated it’s very easy to dismiss a person that’s struggling to speak English. Taking a moment to respectfully include customers who may not sound like us (or are easy to understand), we create equity... and powerful customer allies.

Are You Speaking English?

Summary: An employee receives a frustrating call from a customer who speaks limited English. The video emphasizes the importance of empathy, patience, and creating an inclusive and respectful workplace. It provides guidance on handling difficult situations and highlights the significance of understanding and supporting individuals with varying language abilities.

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The Illusion of 'Color Blindness' at Work: Recognizing Bias and Identity

Many people see being “color blind” as a solution to racial bias. But it can keep us from seeing what’s happening right in front of us. Our society as well as the workplace is not color blind. It never has been. Points of identity, like gender, sexual orientation, race, ethnic background or age… all matter to people. To say that you don’t see them is denying the existence of something that has a significant impact on our relationships.

Look, I’m Color Blind!

Summary: A manager claims to be "color blind" and says they don't see color when it comes to people's identities, such as race and sexual orientation. The employee challenges this perspective, expressing that seeing and understanding these identities is important for creating an inclusive and fair work environment. The conversation highlights the potential harm in ignoring people's identities and the impact it can have on relationships and productivity in the workplace.

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Embracing Generational, Gender, and Racial Diversity.

Bias in the workplace, whether based on age, gender, or race, can have profound effects on individuals, influencing their career trajectory, job satisfaction, and overall well-being. Age bias might manifest as stereotypes about an employee's ability to adapt to new technologies or contribute innovative ideas, potentially leading to older workers being passed over for promotions or professional development opportunities.

Gender bias often results in women, especially women of color, facing a "double jeopardy" effect where they encounter both sexism and racism, which can limit their access to leadership roles and equal pay. Racial bias can lead to a lack of diversity in decision-making positions and may result in employees from minority backgrounds having to repeatedly prove their competence.

She’s Young… And a Girl!

Summary: Kendra is dismissed and disrespected due to being young, female, and black. A conversation between two co-workers leads to self-awareness and a commitment to change behavior, showing that biases can affect even those in the same group.

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Scenarios Covered In This Program

Performance Discussions: How to conduct performance reviews with employees of diverse backgrounds without bias.
Language Barriers: Strategies for overcoming communication challenges with non-native English speakers.
Personal Appearance: Addressing biases related to personal style choices, such as piercings or tattoos.
Discriminatory Behavior: Responding to and managing discriminatory remarks and actions in the workplace.
Intersectionality of Biases: Understanding how biases based on race, gender, age, and other identities can overlap and impact individuals.

Key Benefits for Trainees

Enhanced Understanding of inclusion and belonging concepts and their importance in the workplace.
Improved Communication Skills to navigate sensitive conversations around diversity.
Increased Awareness of personal biases and how to mitigate them.
Strategic Tools for creating more inclusive policies and practices.
Conflict Resolution Techniques to manage and resolve inclusion-related issues.
Leadership Development to champion inclusion and equity initiatives effectively.

Competencies Covered

Empathy and Understanding: Develop a deeper understanding of diverse perspectives.
Communication Skills: Enhance verbal and non-verbal communication techniques.
Conflict Resolution: Gain tools to resolve conflicts with respect and professionalism.
Cultural Competency: Learn to navigate and embrace cultural differences.
Inclusive Leadership: Build skills to lead diverse teams with fairness and empathy.
Adaptability: Cultivate the ability to adapt to changing demographics and technologies.

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Frequently Asked Questions

How does this program address unconscious bias?

Through interactive scenarios and self-reflection exercises, participants learn to identify and address their own hidden (and even explicit) biases.

Can the training be customized for different corporate environments?

Yes, the content (scenario discussion and assessments) is adaptable to meet the specific needs of your organization.

What is the duration of the training program?

The program is designed to be flexible (30 minutes to 2 hours), with modules that can be spread out over several sessions.

Can the program be scaled for different-sized organizations?

Yes, the program is scalable and can be adapted for various group sizes by adjusting the depth of content, the number of scenarios covered, and the facilitation methods used.

How does the program handle sensitive topics?

With respect and care, ensuring a safe space for all participants to learn and share. The goal is to draw people in... not call them out!

What if I don't have a training program for diversity in place?

It's crucial for the well-being of all employees that inclusion-based programs are taken seriously and integrated into the workplace.

Here are some of the risks that may arise:

Legal and Compliance Risks: Ignoring inclusion & belonging can lead to non-compliance with anti-discrimination laws and regulations, resulting in legal consequences.
Damaged Reputation: In today's socially conscious market, neglecting inclusion training can harm your brand's reputation, affecting customer loyalty and potential partnerships.
Missed Opportunities for Growth: Your organization might miss out on the creative solutions and innovations a diverse workforce can offer.
Reduced Competitive Edge: Companies that prioritize inclusion and belonging tend to outperform their competitors.
Potential Talent Loss: A lack of commitment to inclusion and belonging may lead to higher turnover rates, as employees seek workplaces where they feel valued and included.