Diversity & Inclusion in the Workplace Training
Diversity Essential Concepts & Unconscious Bias Awareness Training - DEI Training
800-591-9741
People have always needed to work together to succeed in creating profitable businesses. In today’s business environment, employers have a large pool of talent to select from when hiring. But this variety brings unique challenges of its own when it comes to creating an equal opportunity workplace. This includes hiring people from all walks of life: different races, religions, languages, lifestyles, and many other unique characteristics. For your organization to succeed, everyone needs to be on the same page and working towards the same goal. Compliance Training Group offers Diversity Awareness training to assist employers in creating cultural awareness and inclusion for all employees.
Diversity training helps participants become aware of other cultures and lifestyles in order to increase empathy among co-workers. The goal of cultural diversity training is to address the elephant in the room: Poor cross-cultural communication, resentment, and competition for advancement opportunities.
Our diversity training program, including DEI training online, addresses the importance of cultural competence, the persistent problem of biases and stereotypes, and the how employers and co-workers have to learn to work together toward the organization’s goals.
Diversity & Inclusion: Essential Concepts
- Content: Diversity & Inclusion: Essential Concepts
- Version: Supervisor & Employee
- Course Length: 1 Hour
- Languages Available: English
- Price: $29.99 (single user e-learning enrollment)
Our newly designed Diversity and Inclusion in the Workplace: Essential Concepts course is appropriate for all employees in today’s changing work environment. The Essential Concepts version offers foundational knowledge and skills to support any employer’s D&I program. Participants will become more adept at navigating cultural and other differences between individuals in the workplace. By improving the quality of personal interactions among people with diverse identities, conflict will be reduced, making the workplace more efficient. This 60-minute course improves recognition of bias, stereotypes, and discrimination, while suggesting strategies to halt those practices in favor of an equitable and inclusive environment for coworkers, clients, and the public.
Learning Objectives
Adopt a functional vocabulary for communicating about diversity and inclusion, specifically:
- Bias
- Implicit Bias /Unconscious Bias
- Affinity Bias
- Conformity Bias
- Halo Effect
- Horns Effect
- Confirmation Bias
- Stereotype
- Prejudice
- Racism
- Ideology
- Structural (Institutional) Racism
- Discrimination
- Disparate Treatment
- Disparate Impact
- Microaggression
- Inclusion
- Cultural Competence
- Intersectionality
- Cultural Humility
- Appreciation
- Appropriation
Other Objectives
- Equate appropriate sensitivity, and the resultant behavior to respectfulness in matters of diversity among people
- Recognize specific examples of speech and behavior that demonstrate insufficient sensitivity towards groups or cultures, when coupled with an explanation of why the behavior is disrespectful.
- Seek to limit the harmful effects of their own biases to become a more effective change-agent
- Identify how lack of self-respect can serve as a detriment to inclusive behaviors
- Commit to a methodical process of harm-reduction
- Identify the sources of explicit bias
- Become attuned to evidence of implicit bias
- Name the “costs” of a disrespectful workplace, (i.e. inefficiency resulting from incivility among coworkers)
- Identify the mechanisms by which various conversational strategies can be used to immediately confront stereotypes and other discriminatory behavior
- Practice applying the one or more of the recommended conversational strategies in the context of a simulated conversation
- Select one of the strategies for deployment
- Select specific language that leverages the chosen strategy to redirect a biased conversation
- Observe the virtual conversation partner’s reaction to chosen response
Diversity & Inclusion: Unconscious Bias Awareness
- Content: Diversity & Inclusion: Unconscious Bias Awareness
- Version: Supervisor & Employee
- Course Length: 1.5 Hours
- Languages Available: English
- Price: $29.99 (single user e-learning enrollment)
Our newly designed Diversity and Inclusion in the Workplace: Unconscious Bias Awareness course is appropriate for all employees in today’s modern workforce. The Unconscious Bias Awareness version of our Diversity library of courses offers foundational skills to support an employer’s D&I program, supplemented with additional social context, useful in examining the effects of bias – and modern efforts to reduce harm. These supplements include first-hand accounts personalizing the impact of exclusion, and an overview of social movements that affect the modern workplace. Examples include LGBTQ+ equality, the #MeToo movement, and Civil Rights protests, both historical and contemporary.
This 90-minute course improves recognition of bias, stereotypes, and discrimination, while suggesting strategies to halt those practices in favor of an equitable and inclusive environment for coworkers, clients, and the public.
During this training, we’ll also discuss how inclusive practices are an essential compliment to diversity in the workplace, and define many exclusive behaviors that can serve as a barrier, including harboring an implicit bias, perpetuating stereotypes, discrimination, and microaggressions. We’ll also recommend useful conversational techniques to address biased statements made in the workplace. Learners are given the opportunity to practice those techniques by using a “conversation simulator” to discourage stereotypical assumptions during conversations with coworkers.
Learning Objectives
Adopt a functional vocabulary for communicating about diversity and inclusion, specifically:
- Bias
- Implicit Bias /Unconscious Bias
- Affinity Bias
- Conformity Bias
- Halo Effect
- Horns Effect
- Confirmation Bias
- Stereotype
- Prejudice
- Racism
- Ideology
- Structural (Institutional) Racism
- Discrimination
- Disparate Treatment
- Disparate Impact
- Microaggression
- Inclusion
- Cultural Competence
- Intersectionality
- Cultural Humility
- Appreciation
- Appropriation
- Perspective
- Ethnocentrism
- Ethnorelativism
Other Objectives
- Equate appropriate sensitivity, and the resultant behavior to respectfulness in matters of diversity among people
- Recognize specific examples of speech and behavior that demonstrate insufficient sensitivity towards groups or cultures, when coupled with an explanation of why the behavior is disrespectful.
- Contextualize contemporary inclusion initiatives by analyzing the shifting attitudes of the American public during the 21st century:
- LGBTQ+ Equality
- #MeToo Movement
- Civil Rights
- Seek to limit the harmful effects of their own biases to become a more effective change-agent
- Identify how lack of self-respect can serve as a detriment to inclusive behaviors
- Name the “costs” of a disrespectful workplace, (i.e. inefficiency resulting from incivility among coworkers)
- Hear first-hand testimonials about insensitive behavior from those who were subjected to disrespectful actions.
- Recognize the renewed emphasis on intervention outside the realm of activism:
- Complicity
- Allyship
- Identify the mechanisms by which various conversational strategies can be used to immediately confront stereotypes and other discriminatory behavior
- Practice applying the one or more of the recommended conversational strategies in the context of a simulated conversation
- Select one of the strategies for deployment
- Select specific language that leverages the chosen strategy to redirect a biased conversation
- Observe the virtual conversation partner’s reaction to chosen response
Diversity, Equity, & Inclusion: Workshop Edition
- Content: Diversity, Equity, & Inclusion: Workshop Edition
- Version: Supervisor & Employee
- Course Length: 4-5 Hours
- Languages Available: English
- Price: Contact us for pricing
Diversity and Inclusion is a sensitive topic with our current political climate and race relations. During our three-session instructor-led diversity and inclusion workshop, we start the conversation of diversity, cultural competence, and provide a solid foundation for learning about stereotypes and how to confront our unconscious bias. The course navigates participants in the various topics of diversity and allows them to discuss them in a learning environment as part of their professional development.
First Session: Past
- Set the expectation – 3 session series to include participant exercises and journaling during and after the training
- 50-minute survey of our diversity course content; spotlighting any current issues or relevant topics
- Employee journaling
Second Session: Present
- Review Session 1 content and discuss journal entries
- Focus on supporting diversity, ethnocentric, and ethno-relative mindsets
- Discussion: recognizing the shift in attitudes (past to present)
- Employee journaling
Third Session: Future
- Review Session 2 content and discuss journal entries
- Case studies of implicit bias, benefits of change in perception, and ways to identify & adopt more inclusive practices in your work environment.
- Discussion: Optimizing for Diversity
- Employee journaling
Our Diversity and inclusion training will create sensitivity and understanding amongst co-workers on the following categories:
Disabilities
Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, or the Rehabilitation Act, treats a qualified individual with a disability who is an employee or applicant unfavorably because he or she has a disability. Source: https://www.eeoc.gov/laws/types/disability.cfm
Age
Age discrimination involves treating someone (an applicant or employee) less favorably because of his or her age. Harassment can include, for example, offensive remarks about a person’s age. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that aren’t very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). Source: https://www.eeoc.gov/laws/types/age.cfm
Pay
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Source: https://www.eeoc.gov/laws/types/equalcompensation.cfm
Genetic Information
Under Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), it is illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members (i.e. family medical history). Family medical history is included in the definition of genetic information because it is often used to determine whether someone has an increased risk of getting a disease, disorder, or condition in the future. Genetic information also includes an individual’s request for, or receipt of, genetic services, or the participation in clinical research that includes genetic services by the individual or a family member of the individual, and the genetic information of a fetus carried by an individual or by a pregnant woman who is a family member of the individual and the genetic information of any embryo legally held by the individual or family member using an assisted reproductive technology. Source: https://www.eeoc.gov/laws/types/genetic.cfm
National Origin
National origin discrimination involves treating people (applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). The Immigration Reform and Control Act of 1986 (IRCA) makes it illegal for an employer to discriminate with respect to hiring, firing, or recruitment or referral for a fee, based upon an individual’s citizenship or immigration status. Source: https://www.eeoc.gov/laws/types/nationalorigin.cfm
Race/Color
Race discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion. Race/color discrimination also can involve treating someone unfavorably because the person is married to (or associated with) a person of a certain race or color. Source: https://www.eeoc.gov/laws/types/race_color.cfm
Religion
Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs. Source: https://www.eeoc.gov/laws/types/religion.cfm
Sex “Gender”
Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person’s sex. It is unlawful to harass a person because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Source: https://www.eeoc.gov/laws/types/sex.cfm
Sexual Orientation
Discrimination against an individual because of gender identity, including transgender status, or because of sexual orientation is discrimination because of sex in violation of Title VII. Source: https://www.eeoc.gov/laws/types/sex.cfm
Physical Appearance
Although no laws exist currently to protect this class, it is only a matter of time before state and federal laws are passed to protect this category.
Growing ethnic and racial diversity in the workplace is creating a need for sensitivity training programs. New laws protecting gay, transgender, and other physical traits are being passed at an alarming rate. Employers have an obligation to stay on top of these laws to ensure they are complying with state and federal law.
Delivery Methods:
