3rd-4th October 2024
Online + Live Streaming
Diversity and Inclusion has been a hot topic for the last few years. The topic of Diversity has been around for decades, and over the years, we have started to see the evolution towards Diversity and Inclusion. Diversity alone, is not
enough, for organizations aiming for a high performance culture. It is not a game of numbers and representation; it is one of meaningful transformation. Many studies have shown that organizations with diverse teams, outperform organizations without. In addition, if not, more important, is the topic of employees feeling a sense of belonging. This is only possible through meaningful inclusion.
In this highly interactive course, we will critically look into the interdependencies between diversity, inclusion and culture. We will examine how aspects like unconscious bias, cultural competence, inclusive leadership and privilege
show up in the workplace. The course aims to create awareness around aspects of diversity and inclusion. We will look at the benefits and challenges that come with diverse teams.
The course will highlight some general barriers to diversity and inclusion, and provide some practical tips on addressing these in the workplace, towards organizational excellence and meaningful employee engagement.
Understanding the relevance of Diversity and inclusion across a global and local landscape.
Understanding the difference and relationship between diversity, inclusion, cultural competence and inclusive leadership.
Recognizing that every person has an unconscious bias, and using this awareness to engage inclusively. Having an awareness of barriers that exist in the workplace and how to overcome these.
Exploring some solutions to barriers through organizational policies and structures.
Enabling Human Resources and Diversity and Inclusion professionals to align organizational policies to eliminate bias and create more equity.
Acknowledging the benefits and challenges of diverse teams, and being able to tailor your leadership approach accordingly.
Understanding how to utilize concepts of privilege and allyship to support employees from diverse backgrounds.
Approaching leadership through an inclusion lens.
Highly interactive Facilitator lead sessions Slide show
Zoom / Microsoft teams – chat / white board
Break out group activities and discussions
Debrief and presentation
Storytelling and self-reflection
|Why Diversity and Inclusion matters||Overcoming barriers to inclusion|
|Understanding the business case for diversity and inclusion
Exploring some research that strengthens the business case for diversity and inclusion.
Diversity and Inclusion in the VUCA context – what this means for organizations and leaders alike.
|Identifying barriers to inclusion.
Critically looking at organizational structures and policies.
Exploring some tools to identify inclusion barriers.
Creating inclusive environments where employees feel like they belong.
|Defining, diversity, inclusion, cultural competency, and inclusive leadership||Benefits and challenges of diverse teams|
|Exploring key definitions of diversity, inclusion, cultural competency and inclusive leadership, and their relationship.
Unpacking how these concepts impact the organization, leaders and employees
|Exploring the benefits and challenges of diverse teams.
Respecting diverse cultures and applying appropriate leadership styles.
Leveraging the benefits and embracing
Opportunities to address challenges objectively.
|Exploring how stereotypes are problematic in the workplace and socially.
“If you have a brain, you have a bias”
Exploring the different types of bias.
Moving from Unconscious incompetence to Conscious competence.
|Definition and types of privilege.
Awareness of own privilege.
Recognizing the role of privilege in maintaining inclusion.
Using own privilege to advance others.
Transparency in leadership.
Interrupting bias in systems and procedures.
Leading with an inclusion lens.
|Definition of allyship.
Types of allyship in the workplace.
Using allyship for the benefit of inclusion and belonging.
How allyship supports inclusion.