workshop
Equity Diversity & Inclusion
Overview & Objective
Introduction and perspectives on what do “Diversity & Inclusion” mean – Diversity is a general term and a concept that doesn’t inherently exist in some languages. The term has been applied to thinking about social differences in a similar way, presenting differences as something that is not only natural, but essential to social and organizational wellbeing.
More recently integration and inclusion were used to talk about diversity issues with an increasing preference for inclusion. Integration refers to bringing diverse elements into the organization and helping to make them feel comfortable within the existing organizational culture. Inclusion considers the identities and preferences of individuals, so that they can excel and contribute towards collective organizational objectives. Diversity considers elements such as: origin, sex, family situation, pregnancy, physical appearance, health condition, disabilities, genetic characteristics, habits, sexual orientation, age, political opinion, ethnicity, nationally, race and religion.
We will share our views and engage the participants to share their own, to engage and challenge them to share their understanding of these concepts. Our workshops emphasize trust, equality, and the understanding that individual contributions strengthen the collective. We will also highlight intergenerational diversity as a relatively new form of diversity. Unlike generation management which is concerned with the integration of young people and keeping older people in employment, the aim of intergenerational management is to identify mutual contributions between the different generations so that they serve a common goal. Intergenerational diversity can be extremely positive and profitable for the company and all its employees.
Course Overview & Objective
How can we ‘change’ diversity reflexes to see everyone’s unique characteristics?
Studies have found that individuals who hold biased beliefs about a diversity category are more motivated to make accurate categorizations for themselves than non-biased individuals. They take more time to categorize, indicating that they are more motivated to think about and correctly ascertain the categorical identity of the other.
Bias is a tendency to prefer one person or thing to another, and to favour that person or thing.
People don’t always say what’s on their minds and one of the reasons is that they are unwilling. The difference between being unwilling and unable is the difference between purposely hiding something from someone and unknowingly hiding something from yourself. The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about. The participants would take the test during the workshop, and we would discuss if it provided an insight about themselves.
What Makes This Workshop Different: interactive and engaging teaching methods used to maximize participants engagement, real-life examples, and recommendations for further learning and development in diversity and inclusion.
Benefits of Diversity & Inclusion practices
Key takeaways and action steps to implement diversity and prioritize inclusion
Target Audience:
All employees
Duration:
1 hour
Delivery:
In class or online
Contact us for a customized workshop delivered in a tandem session. This includes Q&A, networking and follow-up, and tailored session on specific needs.