Diversity
-
Teach More Effectively by Infusing Equity and Inclusion
In my last post, I briefly discussed strategies that facilitators can use to make their courses and training more effective by infusing equity and inclusion. Here, I’ll cover how you can design activities so participants can interact with and learn from the widest variety of people. Broaden Perspectives to Infuse Diversity and Inclusion Encouraging/requiring participants to interact with people different from themselves provides the opportunity to broaden their perspectives as well as increase their comfort working across differences. Here’s what I commonly observe: when facilitators let participants form their own discussion groups without any direction, most people seem to choose to work with those they already know and with whom…
-
Identify Your Hot Buttons at Work to Respond More Effectively.
Hot buttons. Everybody’s got ‘em. OK, admit it. Sometimes co-workers, colleagues or work situations irritate you. And to add insult to injury, you get even more annoyed when those around you don’t seem to be bothered by any of it. Sound familiar? Triggers are “in the eye of the beholder.” It’s important to identify just what your individual triggers are – and to effectively address them – so that you can respond more productively the next time you feel triggered. What Pushes Your Buttons in the Workplace? Read over the following samples of common workplace triggering situations. As you read each one, consider how much you emotionally react to each…
-
Smart Approaches to Effectively Address Equity by Balancing Group Participation
Lately, I’ve been going over strategies for trainers to make their courses and workshops more effective, by bringing attention to issues of equity and inclusion. In my last post, I explained how you can help participants broaden their perspectives by interacting with a more diverse range of people. Today, let’s talk about how you can successfully invite verbal participation from a full range of participants across group memberships. To begin, you may find it useful to increase your awareness of who, by group membership, is participating during large group discussions. To Infuse Diversity and Inclusion, Start by Paying Attention… With intent, notice and track who shares in the room…
-
5 Strategies to Create More Inclusive Teams & Classrooms…From the Start!
Right now, there are so many organizational and national/international dynamics happening that we can influence. It may seem like every time you login to Facebook, turn on the TV, or access any major news outlet, there’s more negativity. All of this can feel overwhelming and out of our control at times…I bet you can relate to that. How Can We Create More Inclusive Environments? Where to Start? In the face of these often trying times, many of us are left wondering what we can do…how to best channel our efforts to achieve lasting, positive results. If you’re reading this right now, I know you’re not the type of…
-
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…
-
10 Ways Infusing Diversity, Equity & Inclusion Improves Your Training Programs
You already know the critical importance of teaching leaders and employees about diversity and inclusion. The content is key AND the ways we design and facilitate workshops is equally as important to accelerate learning and behavior change. When we intentionally create an inclusive workshop environment and model the very skills we are teaching, participants are far more likely to learn and to infuse issues of diversity, equity, and inclusion into their daily practices. To inspire you today, here are 10 of my favorite ways that infusing issues of diversity, equity and inclusion into your comprehensive training programs can help to deepen the capacity and competence of all…
-
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…
-
Infuse Issues of Diversity and Inclusion into Your Next Decision-Making Course
I’ve been talking a lot lately about infusing diversity and inclusion into every level of the organization. As you analyze the current culture and climate, you’ll be taking a close look at the policies, practices, training and procedures your organization currently has in place. Today, I want to share some pointers on how facilitators can instill diversity and inclusion into courses focused on decision-making. There are a number of ways to do this, and I’m sharing some of the strategies I’ve found to be most effective with you here. Teach others to practice tracking group interactions with an Inclusion Lens. Set-up role plays of group discussions and have observers track…
-
Your Organization Revised the Diversity Statement…Now What?
Organizations across the country are increasing their commitment to create inclusive cultures that support the success of the full breadth of their clients and employees. But after you revise the new Diversity Statement, what’s next? Revising the Diversity Statement is Just the First Step Too often, I see organizations roll out a list of unconnected activities and trainings without a strategic accountability structure in place to ensure meaningful, sustainable organizational change. As you are likely aware, organizations are typically slow to change and can get stuck in the inertia of the status quo. Especially now, we can no longer afford to be complacent or wait for someone else to lead…
-
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…
