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It seems we do not go a day without another high profile person making offensive statement(s) or instigating some offensive action(s) complete with resultant media coverage. The average person wonders how that person could ever think it OK to act that way.
Today's employees have a heightened awareness, and less tolerance for any lack of tolerance regarding diversity. Today's employees expect to be able to bring their authentic self to work, and speak up promptly and expect their companies to take action when working in a workplace not respectful of diversity.
Most companies also want an inclusive culture whereas everyone can bring their authentic self to work every day. Data shows it is good for business when a company has different people who think differently working. However often proactive diversity efforts are shelved in response to meeting urgent requirements for handling operational issues. Companies end up being "not proactive" and when issues do occur, instead are reactive when responding to lack of respect or non-tolerance regarding diversity.
A successful diversity program is not something you implement with a few hours of training. Neither is it something you successfully implement by forcing yet another HR policy onto the workplace. HR can develop and steer a diversity program and management has to be on board for it to be successful. Change does not happen overnight, especially if there are long-standing issues and simmering resentments. The more work an employer has to do; the longer it will likely take. An employer has to make a committed effort to drive those efforts through all levels of an organization. Otherwise, even sincere efforts can become just another policy with no meaning.
Why should you Attend:
Diversity programs just as any other workplace program go through stages. Creating awareness, creating new models and changing the way people think is not something that can be changed immediately, accomplished through a training class or even made compulsory as with some programs. When such efforts are involuntary enforced, time has shown that heavy handed efforts often causes company efforts to backfire, and people to shut down, with the result that people actually respect and value each other less.
More effective are methods that emphasize tolerance to create a way of working that is fair, thereby leading people to open their minds to a different way of communicating and seeing value in each other, further opening the opportunity for respect and inclusivity.
Areas Covered in the Session:
- Meeting employee expectations regarding diversity
- What is a diversity program -its elements defined
- What the six stages of a diversity program entail doing
- The role of diversity training today -what training needs to include
- What is psychological safety and how it is critical in an effective diversity and inclusion program
- How managers are the front line in implementing diversity appreciation -setting management expectations
- Educating and enabling managers in their responsibilities to prevent and correct disrespect to have a truly inclusive environment
- How to include and value those who may not have been traditionally included
- Appropriate steps to take when problematic allegations are raised
- Diversity dinosaurs. What to do with those individuals who just "don't get it"
- How and why diversity programs fail
Who Will Benefit:
- Unmindfulness -unaware and unaccountable
- Problematic -events occur (or don't occur)
- Awareness -something needs to change
- Solve -what needs to change
- Impact -are we experiencing the change we wanted
- Mindfulness -being aware of our responsibilities and being accountable is second nature
- HR Generalists
- HR Managers
- HR Directors
- HR Business Partner
- Employee Relations
- Plant Managers
- Branch Managers
- Store Managers
- Business Owners
- Department Managers
- Employee Relations Personnel
- Training Personnel
- Director of Training
Teri Morning, MBA, MS, SHRM-SCP specializes in solving company "people problems."
Teri is the founder and President of Hindsight Human Resources.
Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
Certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.