Before you and your team can engage in collective conversation, it is important to have a foundational understanding of diversity, equity, and inclusion (DEI) terminology and the important differences between words that can often be misused. After this guided conversation, you will leave with a DEI foundation and you will be armed with a common language that will enable brave conversations to advance personal and professional goals for change.
For organizational leaders, the topic of race can often feel like a daunting one. Where do you even begin? We believe at the intersection of most diversity, equity and inclusion matters are racial dynamics. And, that it is impossible to get to the heart of DEI work without an understanding of the history of racism, the social construct of race, and the structure and dynamics of privilege. In this unlearning exercise, we will uncover important events in history that have a critical impact on BIPOC today, both in the workplace and everyday life.
The History of Race educational exercise was great, but it left you with even more questions. Do you find yourself questioning how this applies to the workplace, or even in your personal lives? This course is an excellent add-on to follow “The History of Race”. We will dig deeper into understanding how racism manifests and is sustained by individuals living within systems of power and privilege. We will cover important topics such as unconscious racial bias, awareness of privilege, and the impact of ideologies that sustain racism, including colorblind ideology. In addition, we will discuss how individuals construct and maintain their sense of themselves as racial beings within historical and ideological constructions of race. This course will leave you with practical applications related to understanding how racial and ethnic identities play a meaningful role in the human experience and in organizations.
As the gender equality movement in western cultures report on the pay gap and produce finely crafted charts depicting the percentages of women in the c-suite and serving on boards, the issues are neatly reduced to problems that can be fixed with better hiring practices and more pay transparency.
And while those things are necessary, they allow those of us to ignore the ugly underbelly of these issues: the historical and continual de-valuation of females, the cultural oppression, and the systemic barriers that women alone can not change. The measurements we focus on in the west are simply the most sanitary of the problems born of oppression, violence, and the de-humanization of half the population.
Issues such as discrimination, harassment, and equality are fundamentally about respect for individuals and different groups with diverse backgrounds. Leaders have an unavoidable responsibility to ethically address inequality issues.
Have you ever felt paralyzed by the discomfort of engaging in conversations about racism, sexism, or any other -ism? You aren’t alone. There is science behind that uncomfortable feeling and this guided conversation will demystify those feelings so we can all enter into brave spaces together to push forward for unlearning and change.
Feeling ready to dive into some authentic unlearning and reframing? This course allows you to learn the skills to begin these collective conversations with people who have differing viewpoints, and to find common ground and deepen group understanding. The goal is to create an inclusive environment – not necessarily a space for agreement. You will gain the tools needed to lead a conversation that may uncover past hurts, biases, and even some bigotry, and advance toward change.
You’ve taken the initial steps to creating an inclusive work environment, but are struggling with how to make it stick as part of your organizational DNA. What does equity in the workplace look like? How do you create a just and fair inclusion into your organization in which all can participate, prosper, and reach their full potential? You will gain insight into how to tackle this common conundrum one step at a time, with the ultimate goal of unlocking the promise of your organization by unleashing the promise in every one of your current (and future) employees.
In light of recent events and tragedies, the word “ally” has been increasingly brought up in DEI dialogue. Do you find yourself wanting to be a good “ally”, but not sure what that means? Being an ally doesn’t necessarily mean that you fully understand what it feels like to be oppressed. It means you’re taking on the struggle as your own. The good news is, anyone has the potential to be an ally. Because an ally may have more privilege, they are powerful voices alongside oppressed ones. In this course, we collectively uncover the work of allyship, what authentic allyship looks like, and leave participants with helpful and encouraging practices to help guide their unlearning journey. A journey required for the work of every aspiring ally.
Mentorship has been proven to impact the development for the mentee, while also increasing engagement for the mentor. Research has also demonstrated that having a mentor increases the odds of promotion for women and people in non-dominant groups. So why do so many programs fizzle out? To move beyond good intentions, mentors, mentees, and organizations need the tools and structure to embed a commitment to mentorship into their culture. After learning the Framework for Mentorship, you will be ready to engage in meaningful acts of mentorship – both professionally and personally.
Despite countless hours spent in diversity and inclusion training, women and non-dominant groups are still underrepresented. Does this sound familiar? “We don’t have any women applying for these higher level internally posted roles” or “Not a single person of color applied for the last few jobs we posted externally”.
Perhaps instead of more training on why you benefit from diversity, it is time to examine how you write job descriptions, structure interviews, manage evaluations and succession planning, and demystify how promotions are earned. This guided conversation will provide insight, tools, and directions on how to move from intention to action.
In addition, this includes the option for in depth evaluations to uncover hidden barriers to achieve your diversity goals and fostering a culture of genuine inclusivity.
As your company moves along the path to diversity, do you find yourself struggling to define inclusion or how to engage with your employees to achieve it? Oftentimes, attempts at tracking individuals into a diversity category can unintentionally cause employees to feel compartmentalized, as though the act of being placed in one diversity group means choosing to leave behind parts of themselves in the workplace. It can be overwhelming, and frustrating that good-intentioned efforts are not yielding the results of true inclusivity in the workplace. In this course, we take a look at intersectionality as an integral part of inclusion, and discuss steps organizations can take to achieving an authentic and impactful inclusion culture.
In light of recent events and tragedies, many companies have created forums commonly referred to as, “Listening Sessions”. If you have facilitated a listening session, and aren’t sure where to go from there, or if you intend to create a space for listening sessions but don’t know where to begin, this facilitated affinity group dialogue as a great place to start. These dialogues are for people of color and White people to have separate spaces to discuss and plan the work of anti-racism. Each group ultimately focuses on raising awareness of how race and racism move and act within all of us.
All people of color and White people are affected by racism, however they are affected and the work they need to do is different. Engaging in brave conversations on personal and systemic impacts of living in a racist society can be painful and difficult.
Facilitated Affinity Dialogues provides a brave space where White people can talk without fear of offending people of color, and people of color can talk without the burden of rationalizing and proving the validity of their experiences to White people. Doing this work requires a recognition that predominantly White work spaces may not always feel like safe spaces for people of color to be open and honest about their lived experiences. This option gives you the structure and language you need to create an authentic work environment focused on inclusive practices for all employees.