What do we think of when we hear the term “diversity training”?  Some people expect it means learning to enforce anti-discrimination laws.  Others see it as overcoming individual biases; some as appreciating differences between cultures; and still others believe it relates to positive social change and equity.
–How can we make real and measurable progress with our diversity and inclusion programs when we have so many different understandings?  Quite often, organizations don't.  Because those planning D&I efforts don't have a clear, shared vision of what the desired end-state should look like. 
We urge clients to start with a "road-map," and an understanding of the big picture. 

Our approach begins with reviewing some conceptual frameworks* with prospective clients to determine what “type” of diversity training they are looking for. They may be seeking help with (1) International Intercultural Competence (IC), (2) Legal Compliance (LC), (3) Managing Diversity (MD), (4) Individual Prejudice Reduction (PR), (5) Valuing Differences (VD), or (6) Working to overcome recognized systemic biases: Anti-“Ism.” (AI).
*(This helpful framework was created by colleague Patti DeRosa of Changeworks Consulting. PDF)

Training and Development Topics:

  • Unconscious Bias

  • Microbehaviors

  • Gender bias

  • Interfaith diversity

  • Unconscious Privilege & "Allyship"

  • Women's Leadership Development

  • Intercultural Competence

Organizational Diversity & Inclusion Program Development:

  • Employee Resource Groups

  • Diversity Councils

  • Mentoring Banks

Sample D&I Training Workshops:

  • Overcoming Unconscious Bias: Rewiring our Brains
    In this program, we review the new neuroscience that has shed light on the hard-wiring of our "fast brains" and how that predisposes even the best-intentioned among us to have unconscious biases towards those who are different, as well as those we perceive as similar to us.  We explore simple techniques for slowing down our reactive thinking and to grow beyond its limitations.  This program then lays the groundwork for exploring Microbehaviors, which are the subtle, "little ways" that most workplace bias manifests, and then learning ways to mitigate these. 

  • Beyond Diversity: Ally-ship
    To be fully effective and self-generating, diversity initiatives must go beyond simply tolerating differences in order to ward off potential EEO lawsuits.  Many diversity programs gloss over the broader social contexts within which women, people of color, people with disabilities, GLBTs, and other groups struggle, both in and beyond the workplace.  As many have discovered, some diversity initiatives that deal only on the surface would better not have been tried at all because of the cynicism they often produce.Our 1-2 day programs help expand participants’ awareness and comfort in going beyond “appreciating difference” to acknowledging individual and cultural blind-spots and create deeper understanding and trust. Recruiting and retaining diversity will be a natural outgrowth of an environment in which trust and inclusion are the norm, with high-functioning teams will result.

  • Helping Alice to Break the Glass Ceiling: Women's Leadership Development & Empowering Male Allies
    This program grew out of my research and recommendations report for The Center for Creative Leadership.  It is for both men and women who want to learn about the unconscious communications between and within the genders that have limited many women professionally and that typically constrain men as well as women in societal aspects.  The workshop will combine introspection, gender identity group work, and full class discussion and exercises to explore ways for women to empower themselves and other women in the workplace more effectively, and for men to be more helpful as allies and partners.

  • Navigating Cross-Cultural Life in the Big City!: Introduction to Cultural Competence
    American businesses and NGO's often possess considerable technical information, but generally lag way behind in understanding the norms and worldviews of those from other cultures with whom they are dealing.  At times these errors are amusing, and others have very serious consequences.  Explore various means by which cultural anthropologists measure and understand views and norms related to various important social aspects, such as ethics, communications, gestures, emotions, status, time, and destiny. —Be sure what those hands of yours are saying!!

  • Religious Pluralism in the Workplace: World Religions 101Symbols from various world religions on workshop table.
    According to the U.S. EEOC, the number of lawsuits filed for religious discrimination complaints filed has risen by 90% since 2000!  Our world is becoming a more interesting and complex place, as people from various cultures come to live and work together.  Do you ever wonder what the turban signifies to your Sikh co–worker, or what values your Hindu boss holds most deeply, or what most inspires your Buddhist employee?This unique workshop offers a helpful overview of common themes found in some of our world's most ancient spiritual traditions.  Understanding more about the basic belief and value systems of your co-workers and clients will help to avert potentially uncomfortable situations – or worse!  This is an important form of cultural sensitivity to support in the workplace, and will contribute considerably towards building harmonious and productive professional relationships.

  • An Introduction to the CLAS Standards for Healthcare: Culturally & Linguistically Appropriate Services (U.S. Dept of Health)

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