Diversity training
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Is there a Disconnect Between Your Diversity, Equity & Inclusion Goals – and What’s Actually Happening?
Across the nation, most leaders would agree that there is a renewed energy, commitment, and in many cases, even a sense of urgency, to live up to the promises as set forth in their mission statements and strategic plans. Most often, I see diversity, equity and inclusion goals like the following: Deepen the capacity and competence of all members of the organization to create a more inclusive, socially just environment. Support and accelerate the professional/academic and personal success of the full range of individuals the organization serves. Create inclusive work environments that support the success of the full range of employees across group membership. All of this looks great on…
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To Infuse Diversity and Inclusion, Everyone Needs to Understand the WHY
“Knowing is not enough; we must apply. Willing is not enough; we must do.” – Goethe You recognize the value of embracing diversity. And you feel good about that realization. But it’s not enough. Everyone at your organization must commit to infusing equity and inclusion at every level. You MUST do something, to take action and implement effective solutions for inclusion and social justice in your organization. Knowledge + Action = Meaningful, Sustainable, Systemic Change It isn’t enough to know the benefits of diversity and an inclusive culture. You must infuse inclusion into your organization’s policies, practices, training and procedures. Embracing diversity in the workplace inspires, motivates and creates a…
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Diversity pays dividends. Does your organization have an inclusive culture?
Why do even well-intended diversity efforts often fall short of expected outcomes – or do little more than to increase awareness? I hear that question a lot. It’s that very question that inspired me to write my most recent article. And it all starts with a metaphor on … trifocals. Curious? Take a few minutes out to read more.
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Diversity. Everyone’s talking about it. But why aren’t efforts paying off?
Why do even well-intended diversity efforts often fall short of expected outcomes – or do little more than to increase awareness? I hear that question a lot. It’s that very question that inspired me to write my most recent article. And it all starts with a metaphor on … trifocals. Curious? Take a few minutes out to read more.
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Have Diversity Efforts at Your Organization Hit a Snag?
I do not label myself an “expert” - but I’ve had decades of training and experience that have allowed me to develop best practices for creating equitable, socially just environments that actively promote diversity and inclusion. It wasn’t always that way. Earlier in my career as a college administrator and an organizational consultant I used to teach a wide variety of courses on various interpersonal skills - with little or no direct reference to the issues of equity and inclusion. Why am I sharing this with you? To show you that change is ALWAYS possible.
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Are You Doing All You Can to Infuse Equity and Inclusion?
Judge not by appearances. How many times have you heard that statement? As adults, many of us pat ourselves on the back because we truly believe we don’t judge. But come on, you know better. We’ve been groomed by our society, parents, teachers, and friends to do exactly that. It happens so quickly – and sometimes, so subtly – we don’t even realize we’re guilty of judging by appearances. Then we try and justify in our minds. Well, I didn’t really judge…it’s just that they’re so different from me. I didn’t mean anything by it. They just took it the wrong way. Can you relate? The Building Blocks of Equity…
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Creating Inclusion: How Ready is YOUR Organization for Change?
A critical exclusionary incident occurs in your organization. You react, try to smooth the situation over with an open forum or a training session on inclusion and diversity and resume your business-as-usual routine. Case closed. You breathe a sigh of relief. But not for those affected. Like waters that ripple endlessly when a stone skips through, waves of stinging emotions brew among those involved in the exclusionary episode. Can you relate? Diversity and Inclusion Cannot Be Accomplished Piecemeal Ignoring the situation solves nothing. Pretending it’s settled is absurd. The ingredients are in place and ready to ignite again when sparked. Learning to infuse equity and inclusion into everything we do…
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Can you spot microaggressions around you?
“You have a Master’s degree…really?” asks your co-worker incredulously as she is speaking with a colleague of color. Maybe you’ve uttered (or thought) a similar statement to a person of color, not intending to hurt them, but attempting – in your own racist way – to pay them a roundabout compliment? Intended or not, you’re guilty of microaggressions – a snub or insult directed at a marginalized group member that communicates hostile, derogatory or negative messages. I can hear you protest rather loudly: But I didn’t mean it that way! Maybe not. Society and our environment has groomed us to believe comments like this are acceptable. And if the person…
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Microaggressions: Sounds Small But Hurts Big
You read the word “micro” and you may immediately judge that it must be something small. It may sound like nothing, but its impact is SOMETHING. Microagressions is a term Harvard University professor Chester M. Pierce originated in 1970 to name the insults he witnessed that were doled out regularly upon African Americans by those who were not black – in particular, by whites. As the old saying goes: the more things change, the more they stay the same. Decades have passed since then, but we’re still faced with microagressions and may not even realize it. It’s those everyday messages that come in the form of verbal or nonverbal slights,…
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So You Were Called Racist. Now What?
When I was called racist, I felt shattered…confused, ashamed, incompetent… Me? I mean, really. Focusing solely on my own experiences of marginalization as a woman and as a lesbian, I believed I didn’t – couldn’t – have a racist bone in my body. But the problem? Many of us are trained to have racist beliefs and attitudes. It’s as if we’re born a white slate – and everyone writes upon it. Good, bad, ugly. We think because we don’t speak racial slurs or utter comments that are outwardly offensive, we’re not racist. But we may think them – even if we never say a word. Racism can be very subtle,…
