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

(HRTrainingClasses) Diversity and Inclusion in the Workplace Certificate Program


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2-Day Diversity and Inclusion Certificate Program (Starting 1-19-2021)
A comprehensive diversity and inclusion training program will provide concrete ways to engage in respectful and positive interactions in the workplace while reducing discrimination and prejudice based on factors such as gender, ethnicity, race, sexual orientation, age, religion, physical and mental ability, and socioeconomic status.
$ 1,495.00 $ 1,295.00

2-Day Diversity and Inclusion Certificate Program

Why You Should Attend This Workshop

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


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


Why Now?

    • #metoo
    • #blacklivesmatter
    • #marriageequality
    • #glassceiling

What is Diversity & Inclusion

Layers of Diversity

Anita Rowe & Lee Gardenswartz

    • Personality
    • Internal Dimensions
    • External Dimension
    • Organizational Dimensions

What is Inclusion

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


What is Discrimination and Harassment

 History of Discrimination & Protection

    • List of all Acts in time-sequential order


Unfair Labor Practices

Employee Relations

Expanding HR Department Roles

Workplace Concerns

    • Race & Color
    • National Origin & Religion
    • Sex/Women
    • Age
    • Sexual/Gender Orientation
    • Veterans
    • Economic Status
    • Other (Obesity) 

 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


    • Women’s Rights
    • Equal Pay
    • Comparable Worth
    • Glass Ceiling
    • Lilly Ledbetter vs. Goodyear Tire & Rubber Co.
    • Pregnancy Discrimination Act (1978)
    • PPACA


    • 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


    • 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


    • 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


    • Sexual Harassment/Quid Pro Quo
    • Faragher vs. Boca Raton
    • Political
    • Deformities
    • Obesity
    • Freedom of Speech at work

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


    • Unconscious biases develop at an early age: biases emerge during middle childhood and appear to develop across childhood (Dore,).


    • Fictitious resumes with White-sounding names sent to help-wanted ads were more likely to receive callbacks for interviews compared to resumes with African-American sounding names. Resumes with White-sounding names received% more callbacks for interviews (Bertrand & Mullainathan,).

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

Illegal/Unethical Practices

    • Constructive Discharge
    • Retaliation
    • Coerced Retirement

Best Practices for Development/Discipline

    • Positive Approaches 
    • Progressive Discipline

Equal Opportunity History

    • Equal Pay Act
    • Difference between EEOC & OFCCP

Affirmative Action

    • AA PLANS
    • OFCCP
    • Executive Order
    • VEVRAA (1974)
    • Sec of the Rehabilitation Act

Who handles issues if not resolved at workplace 

    • Journey of an EEOC Complaint
    • Whistle Blower Act
    • Retaliation

Leading and Lagging Indicators when Issues are not being resolved

    • Turnover Rate/Absenteeism/Exit Interviews/Lawsuits/Surveys

Why is it important to resolve issues at the workplace


What is the moral/correct thing to do

    • Difference between Morality & Law

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

Emotional Support Animal Employee vs. Allergic Employee

 Challenges in Fostering Diversity & Inclusion

    • Communication
    • Lack of Planning
    • Resistance to Change
    • Lack of Motivation

  How do we make the Change?

    • 7 steps implantation process 
    • Anita Rowe & Lee Gardenswartz

 Kurt Lowen Change Theory 

    • Unfreeze, Change, Refreeze

 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

Addressing Reasonable Accommodations & Undue Hardships

 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 

History of Diversity Management

    • Mid-1980’s

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

Environmental Scanning to identify internal/external trends, successes, obstacles

 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)

Increased Diversity/Inclusion + Culture of Belonging =  Innovation and Organization Results

How will YOU set the standard – Increase your Diversity Knowledge/Worksheet