Allyship

As businesses take stances in support of social movements, like Black Lives Matter, they effectively position themselves as allies. Allies make the commitment and effort to recognize their privilege and work in solidarity with oppressed groups to enact change in the struggle for justice. This workshop focuses on allyship, a term that identifies the set of practices that are undertaken in order to be an ally. Thoughtful and committed allyship can positively impact organizations in a number of ways; not only creating an environment that invites greater diversity and inclusion and employee engagement but also fostering positive images that can increase brand loyalty and achieve broader corporate social responsibility goals. Given the multitude of ways in which potential marginalization persists, and the varied contexts in which exclusion can take place, we can all practice allyship, and consider the role that improved allyship might play within our organizations as well as in wider society. Upon completion of this workshop, participants will be able to:

  • Understand allyship as a general practice while also being able to identify specific forms of allyship in the workplace
  • Articulate the business case for allyship
  • Recognize opportunities for allyship at the levels of individual, interpersonal, and organizational policy and practice
  • Adapt language and communication practices to foster meaningful allyship
  • Critically assess allyship needs and goals to develop an action plan that results in meaningful change

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Anti-Racism

Antiracism research and practice has existed for several decades; however, it has only recently garnered national attention as demands for antiracism and racial justice have gained national momentum. The term antiracism often evokes negative reactions because it suggests a binary of either being a racist or antiracist. Antiracism is the active process of identifying, addressing, or eliminating policies, practices, procedures, systems, structures, traditions, and norms that advance or maintain oppressive barriers for historically minoritized and marginalized individuals and communities. Often confused with racial justice, antiracism is the process that results in racial justice outcomes. Understanding the process of inputs, outputs, and outcomes or antiracism is critical to advancing and maintaining equity for all. The certificate program will engage participants in:

  • Understanding the complex concept of antiracism and various forms of antiracism
  • Aligning, while differentiating, antiracism work with traditional diversity, equity, and inclusion initiatives
  • Communicating antiracism initiatives to secure buy-in and maintain momentum
  • Recognizing initiatives that place the burden on the individual rather than the institution (unconscious bias versus systemic bias)
  • The business case for antiracism
  • Understanding how antiracism benefits all members of the workforce and society

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Belongingness

To belong is a fundamental human motivation. We have a pervasive drive to form lasting, positive, significant interpersonal relationships. This need is found in all humans, in all cultures, and in all workplaces. A culture of belongingness cultivates thriving, engaged, and productive staff; and as a result, profitable organizations. This certification teaches attendees how to leverage their values, identities, and discourses to create environments where people from any background feel as though they belong.

  • Identify core values and the integral role they play in belonging
  • Understand how the origins of our identities influence our belonging
  • Discover the discourses that impact our sense of belonging
  • Recognize how space and time manipulates belonging
  • Learn how to create a culture of belonging in virtual environments

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Creating Your Significance – Become a Brand

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DEI

The entire world continues to become more diverse, and that includes employees, customers and clients across the profit, non-profit and government sectors. In today’s climate, all professionals need to understand the basics of diversity, equity and inclusion. DEI is about much more than simple compliance; to succeed in today’s world in any aspect of business or services, enterprises must leverage diversity for strategic advantage and have DEI integrated into all aspects of their operations.

  • The basic definitions of diversity, equity and inclusion; including the evolution of the diversity field and theories of diversity.
  • A deep dive into the many dimensions of diversity.
  • The compelling business case of diversity, equity and inclusion, including how to calculate a financial business case.
  • Why and how DEI must be part of any organization’s core strategy.
  • An introduction on the various organizational processes that DEI can impact.
  • An introduction on how to build DEI into your organizational culture.

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DEI Bootcamp I

As diversity, equity, inclusion, belonging, and justice become larger topics of discussion within organizations and industries, those who are newer to the journey sometimes feel behind and overwhelmed for where to start. This course focuses on serving as a boot camp to get organization's started in the DEI field.

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DEI Bootcamp II

As diversity, equity, inclusion, belonging, and justice become larger topics of discussion within organizations and industries, those who are newer to the journey sometimes feel behind and overwhelmed for where to start. This course focuses on serving as a boot camp to get organization's started in the DEI field.

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DEI Starter Kit

Diversity. Inclusion. Belonging. Implicit Bias. Ethnocentricism. With so many important terms and meanings, it can be overwhelming to jump into the DEI sphere. This course is intended to provide the base tools to get started on your DEI journey.

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DEI Strategy & Planning

An organization as only as good as the plan you have for it. Similarly, DEI initiatives are only as good as your strategy. This course will discuss the importance of and how to implement an effective DEI strategy.

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DEI Talent Lifecycle

There is often a great deal of emphasis on recruiting diverse talent, how to bring in members of certain groups to an organization, etc. But this approach often does not address retaining diverse talent, ensuring that diverse talent feels included and as though they belong, and many of the other factors that keep employees happy and present in a workplace. These elements are discussed at length in this session where we explore how the talent life cycle can and must intersect with DEI.

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Emerging Leaders

The C-suite has never been closer and within reach. Labor statistics indicate within less than a decade the majority of executive leadership positions will be vacant as senior leaders retire or exit the workforce, creating new and exciting leadership opportunities for emerging leaders. The question is, as an emerging leader, will you be prepared for these opportunities when they arise? More importantly, will you have the requisite skills and savvy to successfully make the transition to executive levels of leadership? This certificate is designed to help prepare you, as an emerging leader, for a successful career in leadership positions. This session will prepare you to:

  • Understand effective approaches to leading in different organization contexts
  • Understand and leverage your leadership design in challenging leadership situations
  • Read organizational culture and create an organizational culture that values diversity, equity and inclusion
  • Successfully navigate organizational culture and transcend negative, organizational politics
  • Identify and develop your leadership values for decision-making and judgment—one of the most critical competencies for executive level leadership

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ERG Academy

The mission of the DiversityFIRST™ ERG Academy is to be a resource to both individuals and organizations seeking to start, grow or fully utilize their employee resource groups. The academy blends theory and practice over a full one day interactive curriculum, with the development of an action plan to effectively lead ERGs for the greatest business impact and sustainability. After completion of the sessions, participants will:

  • Articulate the compelling business case for ERGs
  • Gain the most current knowledge and trends related to ERGs
  • Identify the mechanics for successful formation and nurturing of ERGs based upon a wide range of best practices
  • Understand how to work effectively with diversity councils, HR leadership, and various ERGs within the organization and across industries
  • Apply the competencies needed for successful ERG leadership within various roles including ERG leaders, ERG executive sponsors, and HR practitioners charged with ERG efforts
  • Develop an action plan with strategies and tactics for ERGs, including metrics to measure effectiveness
  • For more information and agenda on the DiversityFIRST™ ERG Academy, please see the DiversityFIRST™ ERG Academy website at theergacademy.com

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Executive Leadership Development

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Implicit Bias

Implicit Bias is a pervasive phenomenon that greatly impacts our personal lives and the workings of all organizations. Implicit bias refers to the attitudes of stereotypes that affect our understanding, actions and decisions in an unconscious manner. And even though it is often hard to admit or see that everyone has unconscious bias, it can easily impact and even derail the best intentions of fostering inclusion within an organization. This session includes:

  • Understanding the concepts of implicit bias and its relationship to stereotyping, micro-inequities and “the isms.”
  • Understanding the impact that implicit bias and its relatives can have in personal as well as organizational dynamics.
  • Having the tools and processes to address and mitigate unconscious bias in your personal life as well as in your organization
  • Leaving with helpful ideas and next steps to take and commit to action.

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Inclusive Leadership

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Leading Transformational Change

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Leading with Emotional Intelligence

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Micro-Aggression

As overt acts of racism are continually popping up on headlines and going viral, it is important to remember that not all acts of prejudice are as loud and obvious. Every day, in the work environment, at home, and even with strangers on the street, people endure the trauma of micro-aggressions which over time take their toll. This course will discuss micro-aggressions: what are they, how do they affect those who suffer through them, how can we identify them, how can we unlearn these thoughts and behaviors to avoid being perpetrators of micro-aggressions., and finally how can we undo the damage when we see, experience, or unconsciously speak a micro-aggression.

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Moving from Manager to Leader

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Principles of Leadership

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Racial Justice

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Road Map to the Corner Office

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Servant Leadership

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Strategies for Career Growth

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