Diversity training
-
Answers to 3 of Your Most Popular Questions on Equity, Diversity & Inclusion Training
Discussions on equity, diversity, and inclusion can be lively, emotional – and sometimes challenging. Sessions can give rise to a multitude of varying questions and difficult situations. In our Q&A sessions, I am often asked the same questions regarding situations that generate a feeling of unease and hesitancy during workshops. By being prepared, we can better assist our workshop participants. During these challenging situations, stand strong. Don’t judge. Be empathetic. In the words of Dr. Martin Luther King, Jr., “The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.” When a…
-
As a White Person, How Do You Reconcile Teaching About Racial Justice?
What We Think We Are, We Oftentimes Are Not… Yeah, I get it. Years ago, I believed that the worst thing that could happen to me was to be labeled a racist by a person of color. But guess what? It happened. Me! The person who I thought was committed to making a difference in my life and others by teaching about diversity. My illusion was shattered by an early experience where I had been asked to try out my capacity as a leader for a new position. Two people of color confronted me regarding some of my behaviors they felt were racist. Me? No way! I disagreed – but…
-
Design & Facilitation 101: Find New Ways to Engage Participants
“I’m planning my first training session and am searching for a way to get employees enthusiastic about attending and participating. This seems like the hardest task to accomplish!” I bet you can relate to that statement – I know I can! When Training, Avoid the “It’s Always Been Done This Way” Trap You want to be a catalyst for meaningful, sustainable organizational change – and you’re enthusiastic about taking the lead in diversity, equity and inclusion training. You see yourself as being the go-to person and you’re up for the challenge. But you remember past training seminars: indifferent, apathetic outlooks stifled any enthusiasm for new learning and…
-
Bosses and Staff Together At Inclusion Sessions: Yes or No?
For many employees, honest discussion on many topics is inhibited when supervisors and bosses are present. Discussing discrimination and exclusion in the workplace can prove even more challenging when bosses – who have the power to hire and fire – are themselves the ones needing the most training on inclusion practices. So what’s the correct way to hold sessions? Include supervisors and not have full employee input? Or leave the bosses out even though you recognize they’re in need of discrimination and exclusion training as well? I prefer to include supervision and staff together. Here’s why. Differing Opinions on the Same Organizational Goal In a particular organization I worked with,…
-
When TMI Happens at a Training on Diversity, Equity & Inclusion
It happens sometimes. Your organization is committed to inclusion. Training sessions offer participants the opportunity to reflect, discuss and comment on exclusion and discrimination within the organization. And the dialogue is meaningful. Equity & Inclusion Trainings Can Be Intense But shortly after an intense sharing discussion, a participant expresses concern that they’ve shared a little too much. As a result, they may feel awkward, uncomfortable, nervous or even scared. Thinking that’s a problem? It doesn’t have to be. That negative feeling can serve as the basis for positive sharing. Openly admitting to feeling vulnerable oftentimes encourages others to admit to the same feeling – and authentic dialogue emerges. Establishing Authentic…
-
You’ve been asked to train on equity & inclusion, but…
So, you’ve been asked to train on equity and inclusion, but there’s one small problem…you’ve never done it before! Eeeek…where do you start? A caller raised this great question during one of my recent Q&A sessions, and it’s one I hear a lot. There are a couple key steps that you can take, and I’m covering them below for you. Ready? Let’s go! Tip #1: Talk to your leaders about diversity and inclusion. Start by going back and chatting with the leaders or the person who asked you to do the equity and inclusion training. Ask them some basic questions like: Why do you want this training for our employees?…
-
Train the Trainer: Continuing Education is Key
As a facilitator, your role is very different from that of a teacher or educator. How so? Instead of providing information or giving your opinion, you’ll focus on asking lots of questions that help members of the group learn and deepen understanding from sharing their reflections, feelings and experiences. You may: Relate to what someone has shared Offer a bit about yourself to make a connection Encourage interaction and productive dialogue in the group Most importantly, the emphasis is on group members interacting with their peers. Specifically, you’ll: Bring as many different voices into the dialogue as possible Help share the air time equitably Encourage others to join in the…
-
Professional Development Is a Must, Not an Option
Creating greater inclusion and equity in your workplace is a top priority. You’ve outlined goals, formed guidelines for diversity practices, met with members of your organization, and shared with them the tools they need to create meaningful, sustainable change. Continuing Professional Development is Essential Feeling pretty good, right? It’s great – for a first step. Continuing professional development is a MUST. You must continue to expand your capacity to serve – to deepen and develop the strategies needed to help your organization move forward together to create an inclusive, socially just organization for all members and for those you serve. You can’t drop the ball in the first inning. You’ve…
-
Could you be the missing link in infusing equity and inclusion into ALL activities?
Lately, I’ve been talking a lot about equity and tools that facilitators can use to make their courses and trainings more effective by paying more attention to the diversity and group memberships of participants and facilitating greater interaction among them. In my last post, I explained how you can successfully invite verbal participation from a full range of participants across group memberships. Here, my goal is to expand on that a bit by helping you to acknowledge and engage the input and contributions across the range of group memberships. Why? I’ve been in too many sessions where the facilitator seemed far more enthusiastic about some people’s comments than others. Upon…
-
5 Strategies to Effectively Infuse Diversity and Inclusion into Your Next Training
From my experience, I find that most facilitators of courses and training sessions can infuse issues of diversity and inclusion to a far greater extent than they currently do. If you’ve followed my blogs, you may be familiar with a metaphor that I often use when speaking of how to infuse diversity and inclusion. I liken it to creating a layer cake – it all starts with a solid foundation. Acknowledge the Organization’s Commitment to Creating Inclusion As a very quick refresher, Layer 1 (the foundation layer) involves acknowledgment of the organization’s commitment to creating an inclusive environment for all members. In this layer, participants also begin to explore their…
