Modern technology has accomplished a lot. One of its most profound impacts is its role in bringing people closer together, making geographical boundaries less relevant, and fortunately given current world realities and future trending, this applies just as much to the workplace as any other sphere of life. With your organization’s workforce becoming more diverse every day, effective diversity training is critical to success.
Creating a diverse, equal and inclusive environment is not only important for your employees, but it can also improve your talent recruitment and innovation efforts.
To get workplace diversity and inclusion right, you need to build a culture where everyone feels valued and heard.
Leading an inclusive office is about more than hiring individuals with diverse backgrounds, cultures, and lifestyles.
Although that is a great starting point, inclusion requires a little bit more effort from team leaders, so with 2020 approaching, why not make "Creating a more inclusive workplace" one of your business resolutions?
In today's article, we'll give you some guidance on how you can achieve that goal, so keep reading to enhance your leadership skills even further!
Today, businesses have become more diverse than ever, with people from various backgrounds & cultures adding immense value to every organization. In fact, workplace diversity enables project managers to leverage new skills and methods to solve problems. It also improves creativity by fostering diverse points of view and ideas. According to a study by McKinsey & Co, companies with diversity are 35% more likely to perform better than the ones without. Here are 7 ways project managers can lead a diverse team effectively.
PwC Video (2:53 minutes)
Our brains are wired to make assumptions, which can sometimes be off base. We think it's an honest mistake; science calls it a blind spot.
Do you feel like you are working in an inclusive environment? Organizations of all kinds – including corrections – have wrestled with how to create an inclusive culture and promote inclusivity for decades. Now the stakes are even higher to develop and cultivate a culture that promotes excellence by leveraging everyone’s skills, abilities, knowledge, and workplace experiences. Focusing on your workforce’s diverse talents will promote a heightened awareness of each person’s contribution and produce higher performing teams.
If you are interested in being part of a team where everyone can contribute and feel they are a valued member, this one-hour interactive webinar sponsored by the National Institute of Corrections (NIC) will benefit you. In this webinar, we explore the benefits of building inclusion across multi-disciplinary teams in corrections to increase cultural awareness, operational effectiveness, and program efficacy.
Originally broadcast on March 31, 2021.
This is part two in a four part series.
Prepare to learn Building Inclusion (I.C.E):
I ncrease effective communication and collaboration between teams and working units;
C odify processes and behaviors that promote innovative solutions to complex issues; and
E xcel in the face of organizational change.
Alfranda Durr, CEO ALD & Associates LLC
Kari Heistad, CEO Cultural Coach International
Alfranda (Al) and Kari are Certified Diversity and Inclusion Practitioners with 40 plus years of combined experience conducting in-person and virtual training on a wide range of Human Resources, Diversity, Equity, and Inclusion topics. Al and Kari have partnered on a popular diversity webinar series covering a wide range of diversity topics. Combined, Al and Kari bring varied perspectives and worldviews to their presentations.
After reading the article “Trauma of the incarceration Experience” (DeVeaux, M., 2013). I felt compelled to look further into the importance of understanding the value of cultural competence in corrections. In today’s world where we see blue lines versus black lives corrections seems to be just on the edge. I feel that it is important to be proactive in understanding where law enforcement seems to be veering. It seems that the root of DeVeaux’s trauma stems from a lack of competence which is probably the case for most situations.
Not only would cultural competence improve the likelihood of traumatic experience but it would also help in maintaining control of an institutionalized setting. According to the national center for cultural competence there needs to be at least five elements in place to understand this concept.
AIHR - Academy to Innovate HR Video (4:11 minutes)
What is D&I and how can it drive organizational success? We define Diversity&Inclusion and discuss how deploying it effectively can bring a positive impact to organizational performance.
Diversity and inclusion go hand in hand. After all, you can increase your diversity hiring efforts in order to reach your workforce diversity goals all you like, if you don’t have a culture that ensures everyone feels welcome, you might as well save yourself the trouble.
Look for “cognitive” diversity, which is mixing people together with different thinking styles, habits and perspectives