A survey by Korn/Ferry International found that more than 2 million people leave their jobs each year because of unfairness in the workplace. The hiring costs which result from high turnover are a huge stumbling block to company success, not to mention the time investment that goes into screening applicants and acclimating new hires to their role. Still, the greatest hindrance to progression lies within the heart of the issue – that is, to devalue and exclude employees because they are different is to also place limitations on their contributions and ability to grow.
From fundamental attribution errors to micro-inequities Diversity & Inclusion, explores the subtle ways that these limitations occur and how to combat them by fostering an environment that focuses on building respectful interactions. The program defines diversity in broad terms, recognizing that people see differences in varying ways from educational background to personal attributes and experiences, among other areas. Professionals at every level will learn how to take proactive steps to find and capitalize on unique skills as well as exercise flexible thinking and seek personal growth.
Run Time 60 Minutes
• Identify the difference between the historical and current approaches to diversity awareness training.
• Discuss the subtle ways that bias occurs.
• Identify instances of devaluing others through small, subconscious behaviors and micro-inequities.
• Create a framework to increase inclusion at the organizational level.
• Recognize different ways to convey respect.
• Learn to address conflict productively and respectfully.
• Lead by example and be part of the solution.
This course explores the following subjects in depth:
• The problem that exists within the historical approach to diversity training and the solution
• How to recognize and overcome a fundamental attribution error
• Examples of micro-affirmations which help to compensate for micro-inequities and make others feel valued
• What employee and manager behaviors to exhibit and how to restructure workplace design to create a framework for inclusion in an organization
• Recognizing what respect means to each individual and how to communicate according to five specific categories of respect
• Behaviors and perspectives necessary for successful and respectful conflict resolution before, during, and after the resolution process
• Exhibiting behaviors that influence others to be part of the solution
• How to give and receive feedback on negative behavior in a respectful manner
• Understanding ways to surpass barriers and seek personal growth
