2-Day Diversity and Inclusion Certificate Program (Starting 1-19-2021)

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2-Day Diversity and Inclusion Certificate Program (Starting 1-19-2021)

January 19, 2021 @ 9:00 am - 6:00 pm CST

$1295.00
(HRTrainingClasses) Diversity and Inclusion in the Workplace Certificate Program

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Is Diversity and Inclusion training a new trend or a standard management practice? Diversity and Inclusion is a standard management practice critical in organizations today since it lays a solid foundation based on respect and welcoming of individuals’ differences. Diversity and Inclusion matters to every organization and every employee because with Diversity and Inclusion, an organization can develop a more cohesive, collaborative, innovative, creative work environment that can drive continued success and growth to the company.

Additionally, Diversity and Inclusion:

  • Is simply the right thing to do
  • Attracts high potential talent
  • Promotes workplace sensitivity
  • Increases employee engagement
  • Leads to greater employee retention
  • Diverse views make for better decisions
  • Protects business from liabilities
  • Brings helpful change
  • Brings profitability to the business
  • Raises awareness on every one of unconscious bias
  • Helps the organization connect with diverse markets

Why You Should Attend This Workshop

A comprehensive diversity and inclusion training program will provide concrete ways to engage in respectful and positive workplace interactions while reducing discrimination and prejudice based on gender, ethnicity, race, sexual orientation, age, religion, physical and mental ability, and socioeconomic status.

Schedule


  • Tuesday, January 19th, 2021 9:00 AM – 6:00 PM Central Time
  • Wednesday, January 20th, 2021 9:00 AM – 6:00 PM Central Time

Agenda


  1. Why Now?
    • #metoo
    • #blacklivesmatter
    • #marriageequality
    • #glassceiling
  1. What is Diversity & Inclusion
  1. Layers of Diversity
    • Anita Rowe & Lee Gardenswartz 4 Layers of Diversity Model
    • Personality
    • Internal Dimensions
    • External Dimension
    • Organizational Dimensions
  1. Why is Diversity & Inclusion important in the workplace?
    • Mitigate legal risks
    • Encourages Positive Interaction & Employee Engagement
    • Increase Human Capital
    • Increase Employer of Choice
    • Support Ongoing Recruitment/Retention
    • Support Affirmative Action Plans
    • Increase Productivity
    • Decrease Group Think
    • Increase Competitive Advantage and Innovation
  1. What is Discrimination and Harassment?
  1. History of Discrimination & Protection
  1. Union Anti-Discrimination Laws
  1. Unfair Labor Practices Prohibited by the NLRB
  1. Role of HR Managing the Relationship between Employers and Employees (Employee Relations)
  1. Expanding HR Department Roles
  1. Workplace Concerns with Violations of the Employment Laws with Protected Classes and More
    • Race & Color
      • TITLE VII of Civil Right (1964) & Amendment (1991)
      • UGESP
      • Racism & Systemic Racism
      • Adverse/Disparate Treatment & Impact
      • McDonnell Douglas Corp vs. Green (1973)
      • Griggs vs. Duke Power (1971)
      • Davis vs. Washington Police (1976)
      • 4/5th Rule /% Rule
      • Reliability & Validity
      • BFOQ
      • Reverse Discrimination
      • Quotas vs. Goals
    • National Origin & Religion
      • TITLE VII & Amendment
      • IRCA
      • EEOC
      • EEO-1
      • I-9 Forms
      • E-Verify
      • Visas
      • Image & Appearance – Balance with Brand & Safety
    • Sex/Women
      • Women’s Rights
      • Equal Pay
      • Comparable Worth
      • Glass Ceiling
      • Lilly Ledbetter vs. Goodyear Tire & Rubber Co.
      • Pregnancy Discrimination Act (1978)
      • PPACA
    • Age
      • Age Discrimination in Employment Act (ADEA) (1967)
      • Older Worker’s Benefit Protection Act
      • Managing multi-generation workforce (Baby Boomers – GEN Z)
      • Values of each one
    • Sexual Orientation
      • Terminology (Sexual Orientation, Gender Identity, Gender Expression, Transgender, Gender Transition, Cross-Dresser)
      • TITLE VII & Amendment
      • Bostock vs. Clayton County
      • Gender Equality/ LBGTQ+
        • Dress Codes/Bathrooms
        • How to handle Personnel Records/Health Benefits
    • Disability
      • Physical
        • Americans with Disabilities Act (ADA) (1990)
        • ADA Amendment (2009)
      • Rehab Sec of the Rehabilitation Act (1973)
      • Pseudofolliculitis Barbae
        • Mental
          • Disability Act & Amendment
          • Emotional Support Pets
          • EAP
          • HIPPA
          • PPACA
    • Veterans
      • Americans with Disabilities Act (ADA)
      • Uniformed Services Employment and Reemployment Rights Act (USERRA)
      • Vietnam Era Veterans’ Readjustment Assistance Act (1974)
      • Wage Determinations
    • Economic Status
      • Wage Determinations
      • Consumer Protection Legislation
    • Other
      • Sexual Harassment/Quid Pro Quo
      • Faragher vs. Boca Raton
      • Political
      • Deformities
      • Obesity
      • Freedom of Speech at work
  1. Conscious Bias (explicit) vs. Unconscious Bias (implicit)
    • Counteracting Unconscious Bias
    • Social Stereotypes
    • Different Types Bias in the Workplace
    • Similar To Me Bias
    • First Impression Error
    • Halo Effect
    • Horn Effect
    • Contrast Effect
    • Non-Verbal Bias
    • Cultural Noise Effect
  1. History
    • Unconscious biases develop at an early age: biases emerge during middle childhood and appear to develop across childhood (Dore).
  1. P.A.U.S.E. Model for Unconscious Bias
    • P-ay Attention to your Own Judgements and Assessments
    • A-cknowledge your Assumptions, Reactions, and Interpretations
    • U-nderstand other Perspectives, Positions, and Viewpoints
    • S-eek for Empowering & Productive Techniques for Situation
    • E-xamine & Execute your Options and Make a Decision
  1. Illegal/Unethical Practices
    • Constructive Discharge
    • Retaliation
    • Coerced Retirement
  1. Best Practices for Development/Discipline
    • Positive Approaches
    • Progressive Discipline
  1. Equal Opportunity History
    • Equal Pay Act
    • Difference between EEOC & OFCCP
  1. Affirmative Action
    • AA PLANS
    • OFCCP
    • Executive Order
    • VEVRAA (1974)
    • Sec of the Rehabilitation Act
  1. Who handles issues if not resolved at workplace
    • Journey of an EEOC Complaint
    • WhistleBlower Act
    • Retaliation
    • EEOC & OFCCP/OSHA/NLRB & FLRC /DOL
  1. Leading and Lagging Indicators when Issues are not being resolved
    • Turnover Rate/Absenteeism/Exit Interviews/Lawsuits/Surveys
  1. Why is it important to resolve issues at the workplace
  1. What is the moral/correct thing to do
    • Difference between Morality & Law
  1. Addressing Conflict/Investigating in a timely manner
    • Assess Issue(s)
    • Develop Plan
    • Context (Positive Outcomes – Create Training)
    • Find Balance
    • Both Sides Equally Heard – Due Process
    • Follow the Law
  1. Emotional Support Animal Employee vs. Allergic Employee
  1. Challenges in Fostering Diversity & Inclusion
    • Communication
    • Lack of Planning
    • Resistance to Change
    • Lack of Motivation
  1. How do we make the Change?
    • 7 steps implantation process
    • Anita Rowe & Lee Gardenswartz
  1. Kurt Lewin’s Change Theory
    • Unfreeze, Change, Refreeze
  1. Creating a Balance
    • Addressing Best Practices/Flexibility – Employee Handbook
    • Anti-Discrimination Policies
    • Dress Code Policies
    • Hair & Grooming Policies (Hair Color/Tattoos/Piercings)
    • Removing bias from evaluations, hiring, promotions
    • Visible Career Ladders
    • Flex Time
    • Parental Leave (FMLA)
    • Child Care
    • Appropriate Health Care
    • Participating in External Events
  1. Addressing Reasonable Accommodations & Undue Hardships
  1. Improve Employee Involvement/Engagement
    • Gather information for interest (Pulse Surveys)
    • Culture Committee – customized to company
    • Include workers of ALL levels
    • Hire an expert if necessary
    • Mentoring Programs Woman and minorities
  1. History of Diversity Management
  1. Mid-1980’s
  1. Fostering an Ongoing D/I Climate Leadership
    • It is NOT a “one size fits all” plan
    • It is NOT about filling quotas
    • It is about long term commitments and attitudes from top down
  1. Environmental Scanning to identify internal/external trends, successes, obstacles
  1. What will tomorrow look like?
    • Strategic Planning – SMART GOALS
    • Ongoing and Maintained Training
    • Series of workshops/training/events/celebrations
    • Create space in Evaluations
    • Leadership Commitment
    • Sensitivity and Staying ahead with the Curve
    • Diversity Plans should be Reviewed, Revised, Reassessed, & Reassured
    • (Moran, Stueart, Morner, 2012)
  1. Increased Diversity/Inclusion + Culture of Belonging = Innovation and Organization Results
  1. How will YOU set the standard – Increase your Diversity Knowledge/Worksheet