Overview:
Certainly training and development will be a key piece of any diversity and inclusion effort. Its value is apparent on multiple levels as it enables awareness of preconceived notions, transfers the tools and techniques to address the issues and opportunities, and sets the stage for any adjustments in workplace culture. Here is the key point though and possibly a controversial one.
Far too much training and development centers on securing a change in the 'attitude' of individuals who may not be as keen on the advantages of a diverse workforce. Although it is a noble goal to it is largely outside of the reach of the organization. In other words, as much as we'd like to, we cannot force people to think a certain way. Though bias and prejudice may be unwanted, everyone has a 'right' to their own views.
The real issue is how you behave and how you treat others when you accept employment as a member of 'this organization'.
Why you should Attend:
There is generally a long list of known barriers that every organization is faced with and that have the potential to minimize productivity. These include the common culprits of gender, ethnicity, age, and work styles.
However, there are two critical reasons why a comprehensive assessment of barriers is essential. For one, it is likely that the productive impact of those known issues is not equal. Without a focus on which specific issues need attention the impact will be diffused.
Secondly, it is likely that even more critical issues that aren't evident in that list of known barriers may be uncovered. For example, the impact of functional differences is a huge and often innocuous contributor to barriers. Different functions in the same organizations often speak different'languages' and possess different work cultures. These core issues then amplify the more visible ones.
Areas Covered in the Session:
Certainly training and development will be a key piece of any diversity and inclusion effort. Its value is apparent on multiple levels as it enables awareness of preconceived notions, transfers the tools and techniques to address the issues and opportunities, and sets the stage for any adjustments in workplace culture. Here is the key point though and possibly a controversial one.
Far too much training and development centers on securing a change in the 'attitude' of individuals who may not be as keen on the advantages of a diverse workforce. Although it is a noble goal to it is largely outside of the reach of the organization. In other words, as much as we'd like to, we cannot force people to think a certain way. Though bias and prejudice may be unwanted, everyone has a 'right' to their own views.
The real issue is how you behave and how you treat others when you accept employment as a member of 'this organization'.
Why you should Attend:
There is generally a long list of known barriers that every organization is faced with and that have the potential to minimize productivity. These include the common culprits of gender, ethnicity, age, and work styles.
However, there are two critical reasons why a comprehensive assessment of barriers is essential. For one, it is likely that the productive impact of those known issues is not equal. Without a focus on which specific issues need attention the impact will be diffused.
Secondly, it is likely that even more critical issues that aren't evident in that list of known barriers may be uncovered. For example, the impact of functional differences is a huge and often innocuous contributor to barriers. Different functions in the same organizations often speak different'languages' and possess different work cultures. These core issues then amplify the more visible ones.
Areas Covered in the Session:
- What is inclusion and why does it matter?
- Identify the range of inclusion opportunities based on cultural differences
- How to have productive conversation around the key issues in inclusion
- Determine how inclusion can enhance organizational effectiveness
- Examine ways to creatively and effectively address challenges
- How to apply key management and supervisory skills to support recruitment and retention strategies
Speaker
LeRoy Thompson is Managing Director Of Thompson & Associates. He is a Certified Virtual Presenter with expertise in the development and delivery of training programs on more than twenty distinct topics. He has worked with over 150 client organizations and trained over 47,000 participants over the course of his career.Who Should Attend
- Anyone in a leadership role
