Diversity and Inclusion Training
for HR Professionals
The Power of Equity
Who is Derailing Your Diversity and Women’s Leadership Programs?
How do you navigate around them to build a results driven program?
Watch Dismantle The Silos
Can you continue down the normal course after the seismic shift of the pandemic and racial justice?
This year has shown us how and why we must move inclusion beyond lofty policies and mission statements.
We must move to sustainable visual actions that include, recruiting diverse talent, retaining converging voices, building sustainable work towards executive leadership diversity.
Organizations must make diversity, not a nice to have but a key advantage in your organizations’ core mission, corporate and social responsibility, and because it’s the right thing to do.
To dismantle the walls and silos around diversity, we must build a bigger tent that shows tangible movement for impacted groups –
Our first question, how big is your tent, and who needs to be at the table?
Everything
Now
Why Is Your Program Failing?
Today is the time to rethink Diversity, Inclusion, Equality, by focusing on Equity. In this instance, the definition of equity is the degree of investment in diverse employees to achieve parity. After being invited to the table, will diverse groups benefit from the negotiated deals?
Organizations can build robust mission statements around diversity; you can issue public-facing statements on inclusion; you can even champion equality, and never move to creating equity for diverse employees or female stakeholders.
Bottom line, we’ve never evaluated who silently hates your programs and we don’t want to thoroughly addressed the derailers – you know who they are but no one knows how to move them forward. Until Now…
The Derailer
Sometimes reinvention is necessary; other times, you need to throw it all out and start again, mainly when the organization’s mission and vision aren’t producing precise results. The second bold question, How do you find the courage to confront what isn’t working, dodge the argument that you cannot throw the baby out with the bathwater, to produce key performance indicators around DEI?
Diversity Recruiting Initiative
Thousands are spent to recruit top diverse talent - but some how they're never hired. After weeks of interviews managers do what they always do - hire another team member who looks just like everyone else. You know this would be the end result but no one is willing to stop the process because this manager is your revenue generator. Who is going to tell the revenue generator that they aren't inclusive?
Diverse Hire Resigns
You've found your secret sauce to get a diverse candidate hired - but they you can't retain them. Talent Acquisition is taking a lap for this successful hire. The diverse candidate was hired, the adjustment period begins, but six months later you find out the "new hire" has resigned in a blaze of glory. His or her exit interview highlighted the glaring lack of inclusion and the blame game starts.
High-Potential Diverse Employee Fails to Advance
The diverse employee is deemed high-potential and enters your leadership development program - but never advances into executive leadership. by all accounts uniquely qualified for the next leadership position. After applying for numerous promotions the employee is stuck on the advancement vine and decides to resign.
What will you do about Derailers?
Sometimes reinvention is necessary; other times, you need to throw it all out and start again, mainly when the organization’s mission and vision aren’t producing precise results. The second bold question, How do you find the courage to confront what isn’t working, dodge the argument that you cannot throw the baby out with the bathwater, to produce key performance indicators around DEI?
Diversity and Inclusion Training
for HR professionals
The Power of Equity
Who Want's Your DEI Program to Fail?
Watch the Course Preview
This session will focus on reconnecting your mission and vision with your D & I professional role. We will challenge, inspire, and motivate you to think like a pioneer and rediscover the power you hold as a champion for inclusive voices within your organization. We will utilize a ten-step approach to evaluate diversity and inclusion with a keen evaluation of why programs fail. We will look at the four phases of your inclusion analysis. We will reshuffle the deck and show you how to build a bigger tent of champions to move all stakeholders towards equity.
This diversity and inclusion training program for HR professionals will evaluate ten ways to refocus diversity and inclusion initiative and build a tribe of people willing to continue championing inclusion. We will evaluate the seven areas that diversity still needs pioneering actions including, gender – specifically women leadership; age with the advent of the boomer exit and garnering the power center within any organizations to advance Equity as a corporate social responsibility.
Diversity and incluson
What We Will Cover
01
REthink everything
Remove the blinders of mission accomplished and recognize that D & I must evolve through continuous reinvention – what worked yesterday, will not work moving forward.
02
Becoming a champion beyond words
We will offer attendees an objective overview of what it means to continue championing D & I initiative as the global marketplace evolves.
03
The vision and mission
Evaluate how D & I professionals can build a more inclusive mission and vision that includes all stakeholders in the organization without alienating the next generation of pioneers.
04
sustainable initiatives
How to move inclusion beyond lofty policies and mission statements to sustainable visual actions that include recruiting diverse talent, retaining converging voices within our organizations by solidly focusing diversity and inclusions as a core mission of our corporate social responsibility.
Contact Us to Discuss This Program
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