Building Inclusive and Equitable Workplaces

Our first webinar in this six-part series discusses how changes in demographics, buying power and impacts of technology on global commerce are driving business & industry to think differently about talent acquisition. Workforce shortages and job seeker attitudes around the value of diversity are creating a climate for employers to consider who, where and how they recruit talent. Further, compelling statistics support the value to business and return on investment in hiring a diverse workforce.

Learning Outcomes:

• Changes in demographics & buying power
• Attitudes of job seekers regarding diverse workplaces
• Business outcomes of employers who have diverse workplaces
• Information you need to build the business case for diversity in your workplace

Good leadership is not the same as inclusive leadership. To become an inclusive leader, there is a great deal of self-awareness and education that must first take place. With this knowledge, leaders begin to realize their role in creating change in their organizations and how practices, policies & procedures must be disrupted to create opportunities for under-represented individuals. This second webinar in our six-part series will describe a path for leaders who are ready to take the journey to inclusive leadership.

Learning Outcomes:

• A model framework for inclusive leadership development
• Key traits of inclusive leaders
• Assessing inclusivity of leadership within an organization
• Demonstrating inclusive leadership both inside and outside your organization

As individuals, each of us has unconscious biases, and if they remain unchecked, these biases show up in our organizations in our hiring practices, how we promote individuals, policy development and workplace culture. The third webinar in this series will introduce participants to the concept of unconscious bias from an individual and an organizational perspective and will illuminate how these biases become barriers to creating our best organizations in terms of innovation, differentiation and employee engagement. Strategies to change our trajectory as individuals and businesses will be shared.

Learning Outcomes:

• Insight into how unconscious biases are formed
• Vocabulary and definitions around unconscious bias
• The impact of unconscious bias in the workplace
• Strategies to implement increased awareness of unconscious bias and steps to interrupt unconscious bias

As employers step into becoming a diverse, equitable & inclusive organization, they start thinking differently about talent attraction and who the future of their workforce is. They become intentional about recruiting talent with diverse worldviews, which often means different norms, beliefs, customs and values. This diversity adds to the richness of an organization, but it’s important for businesses to equip themselves with cultural competencies to set both the individuals and organization up for success. This webinar will introduce participants to the skillset and mindset of cultural competency and strategies for its development in your workplace.

Learning Outcomes:

• Why it is important to implement a cultural competency development strategy in the workplace
• What happens when an organization does not value cultural competency
• How an organization can create learning & development around cultural competency
• Skillset and mindset of cultural competency

Recruitment, retention & engagement strategies have always been central to any employer’s success, but with the current fierce competition for talent, the stakes are high. This employment climate creates a great opportunity for employers to cast the net wider and enter uncharted waters to expand their talent pool. When you begin to recruit differently, it’s also important to think about retention and engagement differently. The fifth webinar in this series will not only help you with strategies to recruit diverse talent, but also how to retain and engage this talent, all while building your employer brand.

Learning Outcomes:

• Recruitment strategies and hiring practices to attract diverse talent
• Retention and engagement strategies for diverse talent that can be applied across your organization
• How to create an inclusive workplace where employees can show up wholly as themselves
• How this commitment can enhance your employer brand

You’ve heard the phrases “what gets measured gets managed” or “what gets measured matters.” These statements couldn’t be more true for DE&I efforts in workplaces. A DE&I scorecard defines the goals for an organization and helps create the roadmap for what is set forth to be accomplished during a specific timeframe. While providing direction, a DE&I scorecard also provides for accountability and ultimately helps define success.

Learning Outcomes:

• Why metrics and outcomes are important
• How to identify what you want to measure
• The value of both qualitative & quantitative metrics
• Steps to develop a score card no matter your organization size or where you are on your DE&I journey