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Build foundational understanding of why people resist equity, diversity and inclusion changes and what it means to seek social change. Using four essential tools for championing diversity and inclusion while managing (un)conscious bias, along with data on how to better understand why people resist equity, diversity and inclusion changes.
Learning Objectives:
Provide relevant content and tools to use in developing the necessary skills for knowing how to champion diversity, equity and inclusion within workplaces using the following tools:
The visible and invisible aspects of the Diversity Grid.
Improvisation as a communication tool to skillfully navigate unexpected diversity and inclusion-related sensitive and potentially conflictual situations.
Holding Council is a tried and proven communication tool well-suited for building inclusion and diversity within the workplace through dialogue and mutual understanding.
The AADCA (Assumptions, Awareness, Discover solutions, Create change, Evaluate) Tool for Asking Questions is a coaching technique for using five specific types of questions to navigate any situation.
Delivery Format: 90-minutes or 4.5-hour half-day (s).
Creating pathways to diversity, equity, inclusion and belonging (DEIB) in workplaces requires leaders to take certain actions in a specific order.
This course is a foundational requirement for workplaces wanting to be DEIB-ready. To be experienced as DEIB-ready, equity-seeking groups (such as women, persons with disabilities, Asians, African/Caribbeans, members of 2SLGBTQIA+, and Neurodiversity) must feel safe in their workplaces to be authentic. If this is not the case, no amount of DEIB work will give organizations the results they need to be experienced as DEIB-ready.
Learning objectives:
Using five Inter-human Responsibilities in culturally, ethnically, and technically diverse work environments.
Using the Sustainability Framework for cultivating DEIB-ready practices in workplaces with high and low levels of diversity.
Assessing the workplace for DEIB readiness using the RAAIT scale (relationships, alignment, adaptability, involvement, trust).
Practicing coaching skills for talking about DEIB capabilities within the workplace.
Delivery Format: 90-minutes or 4.5-hour half-day (s).
Learn how to be engaged in a candid and expertly coached conversation about diversity's visible and invisible aspects and its role in hiring decisions. The Diversity Grid, a powerful tool to teach the necessary skills for hiring for modern workplaces will be introduced. The hiring process is addressed from the perspectives of internal organizational needs analysis, recruitment, interview, hiring, onboarding, retention, and creation of brand ambassadors.
Learning Objectives:
Provide relevant content and tools for participants to practice developing the necessary.
skills to understand the hiring, onboarding and retention needs of the next generation of employees.
Using relevant case studies, practice developing a work plan that reflects the needs of the next generation of employees to retain top talent.
Delivery Format: 90-minutes or 4.5-hour half-day (s).
Helps to prepare for talking about messy stuff. Diverse workplaces require employers and employees to know how to effectively talk about potentially messy topics associated with employees’ needs for equity, diversity, inclusion, belonging and justice.
Learning Objectives:
Provide relevant content and tools for participants to develop the confidence to talk about EDID (Diversity, Equity, Inclusion & Belonging) topics.
Create opportunities for participants to practice the necessary skills in situations experienced as messy topics.
Delivery Format: 90-minutes or 4.5-hour half-day (s).
Learn skills by exploring ways to use different tools this course offers to help quiet your mind. Tools such as GREIS (G-gratitude, R-release, E-embrace, I-intention, and S-seal your day) will be introduced support in harnessing your innate power to set the tone for each day. Mind Matters works well with any religious or spiritual practices you might already have in place. It is created for employees and employers seeking ways to harness the power within them to help make workplaces designed to allow people to thrive.
Delivery Format: 90-minutes or 4.5-hour half-day (s).
Designed to provide anyone responsible for a team or coworkers with tools and skills to sustainably enhance employee engagement. Tried and true tools such as meditation, mindfulness and coaching tools, such as AADCA (Assumptions, Awareness, Discover solutions, Create change, Evaluate) Coaching Questions and the IDARE Coaching Framework will be introduced for support employees’ needs and cultivate sustainable employee engagement.
Learning Objectives:
Introduce learners to the five Inter-Human Responsibilities known to create a desirable place to work for next-generation employees.
Introduce learners to the tools of meditation and mindfulness, such as the GREIS tool.
Learners build coaching skills by practicing how to use the AADCA Coaching Questions and the IDARE Coaching Framework tools with teams, co-workers, and individual employees.
Introduce learners to best practices such as leadership styles, technology, and data for cultivating sustainable employee engagement.
Delivery Format: 90-minutes, 4.5-hour half-day (s) or Self-directed.
The five shared inter-human responsibilities and the RAAIT scale will be introduced as a simple but yet powerful way for employers and employees to start creating workplaces that are experienced as being psychologically safe and healthy. These shared responsibilities get teams to work as a team and coworkers to work together as part of a bigger purpose. It is the first step to feeling included necessary for fostering a sense of belonging.
Employees will succeed only when their workplaces are experienced as being psychologically safe and healthy. This course introduces learners to the connection between workplace psychological health and safety to equity, diversity, justice, and inclusion through the lens of (un)conscious bias. The goal is to create awareness of leaders’ critical role in helping to level the playing field so that all employees thrive.
Learning Objectives:
Provide relevant content and tools for learners to practice using to understand their bias.
Develop the necessary skills for understanding unconscious bias and its connection to workplaces that are experienced as safe, inclusive, productive and relevant to the needs of modern employees.
How to build a psychologically safe and healthy system of work for employees.
Delivery Format: 90-minutes or 4.5-hour half-day (s).
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