Diversity training
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How to Design an Online Training Session on Foundational EDI
Given the fears and restrictions related to the ongoing pandemic, someone asked a great question recently: How might you effectively design an online foundational EDI training that still fosters a productive, engaging learning environment? The Nuts & Bolts: Design an Effective Online Training Event For starters, make sure you have the right technological infrastructure in place to give you the flexibility to design meaningful engagement, including breakout rooms, chat and Q&A functions, poll function, and a raise hand feature to bring people into the conversation live. To date, the longest online session I have facilitated is about 2 hours. If you plan for longer sessions, be sure to schedule…
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Diversity & Inclusion Training: A Long Road Filled with Obstacles
You’ve often heard me say that when it comes to diversity, equity & inclusion, I’m in it for the long haul. It’s so true a statement that I wrote a book with that very same title. Why? Because it’s a goal that cannot be accomplished during one employee training session. Diversity, equity & inclusion training can be tough work. But it’s urgently needed – now more than ever before, as our world faces unprecedented times. It’s vital for organizational success and for future generations. We need to press on with our efforts – and be aware of (and avoid) the potholes and roadblocks along our way. “We…
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Diversity Workshops: Foundations for Meaningful Change or Just Fluff?
“I hate diversity workshops. Real change comes from having enough comfort to be really honest and say something very uncomfortable.” – Michelle Obama This powerful quote by Michelle Obama illustrates that we needn’t wait for mandatory training or once-a-year workshops to start tough conversations around diversity and inclusion in our organizations. Indeed, real change is sparked when we are comfortable enough to get uncomfortable to engage in honest dialogue. But starting the conversation is just the beginning… Diversity Workshops – A Foundation for Change For meaningful, sustainable change, delving into how we came to be a society of exclusion instead of inclusion provides a relevant base upon which…
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SPEAK UP For Inclusion: How To Be An Effective Ally and Change Agent
At times, the ugliness of discrimination can overshadow the rich benefits of inclusion. Successful growth in any business, organization, and society as a whole rests upon recognizing and including everyone. “Inclusion is not a matter of political correctness. It is the key to growth.” -Jesse Jackson So how can you be a more effective ally for diversity, equity and inclusion in your organization? Persistence, dedication and awareness can help you achieve your goal. The road to inclusion can feel daunting – but the benefits far surpass the challenges. Research has shown that companies with executive teams at the top 25% of ethnic and racial diversity were 33%…
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5 Easy Tips & Tools for Facilitators
As a facilitator training on issues of diversity, equity and inclusion, you’ve got a lot on your plate. I know! Your goal is to effectively design and facilitate workshops to deepen the capacity of participants to: Recognize the full breadth of differences at the organization. Identify the dynamics of inclusion and exclusion in all their areas of responsibility. Understand how the dynamics of privilege and marginalization impact folks in their daily lives. Address exclusionary behaviors and microaggressions effectively. Use an Inclusion Lens to design and revise programs, policies, systems and procedures that aim to serve all. That’s a big responsibility! To help you make your next DEI workshop…
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Design & Facilitation 101: Exploring White Privilege
Did you ever notice how those in privileged groups tend to focus on their ‘good intent’ rather than on the negative impact of their behavior when interacting with members of marginalized groups? Very often, in our privileged identities we tend to focus on how much progress we’ve made – rather than how much more still needs to be done! I’m not saying it’s a bad thing to acknowledge the good work that has already been accomplished – not at all. However, if we focus solely on past achievements, we overlook the daily indignities those in marginalized groups continue to face. Effective design and facilitation involves learning how to engage others…
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Interrupting Racism: Why Should Whites Care?
Why should whites interrupt racist dynamics? It’s not my place…. All too often I hear these comments from whites who are afraid to speak up for fear of making a mistake or making things worse and then being called racist. We sit back in silence and hope someone else will take the risk to say something, even though we know about the devastating impact of the extreme emotional tax on people of color who always seem to be the only ones taking the risk to raise issues. Whites have to step up and do far more to partner with colleagues of color in our organizations to recognize and…
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How Dare You Say That! Dealing With Constructive Criticism
Okay. I’ll be the first to admit it: It’s easier for me to give people feedback than to receive it. And you’re responding, “Whew! Now I don’t feel so bad!” But constructive criticism is just that: constructive. Not personal attacks, not snarky comments, but constructive suggestions for improvement. And improvement in ourselves and in the world is something we all are seeking. “Whatever words we utter should be chosen with care for people will hear them and be influenced by them for good or ill.” – Buddha Giving And Receiving Feedback Across Vast Differences Most folks take constructive criticism very, very personally. Can you relate? When you’re training…
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Focus On Changing People’s Behaviors, Not Their Values
Some people may think that when I train for inclusion and equity in an organization, I’m there to put my personal values on people. No way. I’m not in the business to change people’s values. It’s their behaviors that I’m trying to work with them on. “To change any behavior, we have to slow down and act intentionally rather than from habit and impulse.” -Henna Inam Getting Real About People’s Values Over three decades ago when I started in homophobia work, I was naïve enough to think that I could change people’s values, to let them know how wrong they were because they were so homophobic. Then reality…
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Summer Slowdown? Not at Your Organization!
No summer slowdown here! No matter what time of year it is, your organization can take steps to move towards a more equitable workplace, driving change that is both lasting and meaningful. Today, I’m sharing 5 simple tips to help you keep the momentum going this summer and beyond: 1. You Embrace Diversity. Your Organization Needs To Understand WHY. While your organization may have a mission statement that highlights a commitment to inclusion, employees need to know the ‘why’ and how it affects them. As a change agent, you know the value of an inclusive organization. Many of your employees may think it’s simply about “including everyone.” In training…
