Dramatic recent events highlight the necessity for deliberate discussions related to perceptions and realities as it relates to supporting an inclusive and diverse workforce that serves multicultural clients and communities.
Diversity includes all the ways we are similar and different. As the dramatic shift toward discussions of race and other diversity dimensions continues, leaders know they must help their staff and associates at all levels understand, appreciate, and capitalize on differences as well as similarities. They know the cultural backgrounds and experiences of diverse colleagues, direct-reports, clients and customers can enrich the organization, making it more innovative and competent, yet the leader’s ability to lead and support diversity and inclusion efforts can strengthen or impede results. By demonstrating allyship, leaders can create an inclusive culture that attracts, develops, and retains the best talent.
This non-judgmental and interactive session (in-person or virtual) provides an opportunity for leaders to discover how and why bias impacts behaviors and decisions, and then how to implement actions that strengthen trust leading to inclusive behaviors and positive results.
As a result of attending this session, you will be able to:
- Understand the business case for diversity equity and inclusion
- Examine the Four Levels of Transformational DEI Strategies
- Recognize the myth of equity versus compliance
- Understand the neuroscience of bias and its impact on decision making
- Recognize how biased behaviors often occur unintentionally
- Sharpen your awareness of the impact of micro-messages and behaviors on others
- Explore the influence of structural bias within talent management
- Develop a personal action plan using the 4-Part Cultural Compass