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Additional Learning Solutions

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Leading through Empathy & Advocacy

Now is the time to educate yourself, actively listen and proactively advocate. It is critical for those in the majority and those in leadership positions to join this conversation. During these interactive virtual sessions, InclusionINC will utilized polling, breakout rooms and large group discussion to engage participants.

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Objectives:​

  • Explore Equity is the Outcome of Inclusion & Diversity​

  • Review business case for Inclusion, Diversity and Equity​

  • Introduce Conscious Inclusion: Behaviors, Inclusive Leader Competencies and Inclusive Leader Practices​

  • Explore bias and the impact on our business decisions​

  • Apply Conscious Inclusion Behaviors and Inclusive Leader Practices​

  • Action Plan

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Harnessing the Neurodiversity on Your Team

As we enter 2024, the workforce continues to change in many ways. Organizations are beginning to recognize all the benefits of harnessing the neurodiversity of their workforce. 

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Objectives:​

  • Define Neurodiversity and Neurodivergence

  • Understand the business case for harnessing the Neurodiversity within your organization

  • Explore ways to engage Neurodivergent team members and allow their unique skills and characteristics to be an asset to your team

  • Understand what accommodations and leadership support may help unlock the full potential of your Neurodivergent team members 

  • Action Plan

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Engaging Employees in a Hybrid Environment

During the global pandemic, many organizations shifting to a fully remote or hybrid working environment. While this provides many benefits for organizations and employees, it left many leaders scrambling for ways to stay connected, engage their employees and promote collaboration among their team.

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Objectives:​

  • Discuss the benefits and challenges of leading in a hybrid environment 

  • Explore best practices for engaging remote workers and promoting collaboration

  • Learn practices for inclusive meetings and decision making 

  • Explore ways to mitigate affinity and proximity bias on your leadership decisions

  • Action Plan

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Creating an Anti-Racist Organization

Subtle acts of racism can often be just as hurtful as more overt ones. Creating a truly anti-racist organization will require intentionality, self-reflection, education and accountability. This session introduces InclusionINC's 5 steps to becoming Anti-Racist and begins the discussion on how to hold each other accountable. Follow up partner Accountability Activities are also available to supplement this session. 

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  • Create awareness of systemic racism in America​

  • Reflect on their own unconscious bias​

  • Explore how to become Anti-Racist​​

    • Self-reflection​​

    • Educate yourself​​

    • Build empathy​​

    • Oppose​​

    • Advocate​

  • Begin discussion on how to hold each other accountable ​

  • Action Plan

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Five Generations in the Workplace

At no time in American history have so many different generations with such a diversity of world views and work philosophies been asked to team up and work together. Unique characteristics and perspectives can create communication breakdowns. Bridging the divide can create a more productive and inclusive work environment.

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Learning Objectives:

  • Identify the generations in the workplace

  • Explore generational characteristics and values

  • Understand communication and feedback within generations

  • Learn communication models to help bridge the divide


Cross-Cultural Communication

Culture can influence an individual’s approach to work and relationships. A lack of understanding can cause communication breakdowns and challenges. Successful organizations of the 21st century require individuals who understand culturally diverse work environments and can work effectively with different cultures that have varying work ethics, norms, and business protocols.

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Learning Objectives:

  • Explore the definition of culture

  • Understand the business case for culturally competent leaders

  • Recognize the differences and commonalities among cultures

  • Explore cross-cultural challenges, both individual and organizational

  • Learn communication models to work effectively with other cultures


Inclusive Communication Practices

The collective power of a diverse workforce can be significant. To capitalize on the potential, people must feel included. One way inclusion occurs is in the way you communicate – both in words and actions. What you say and do can directly affect engagement, productivity, and innovation.

 

​Learning Objectives:

  • Review the importance of inclusive communication and business behaviors

  • Identify four inclusive communication practices

  • Practice inclusive communication behaviors that foster innovation

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Pronouns:  Getting it right in a non-binary world

More employees are identifying as non-binary gender. This has created a new set of inclusive language considerations for the workplace. This includes not only retraining ourselves to use the singular “they,” but also re-examining demographic questionnaires, HR policies, and overall conventions and technical and popular writing.
 
Learning Objectives:

  • Explore the differences between the key concepts of gender identity, gender expression, sexual orientation, and biological sex

  • Understand the dynamic interactions and endless possibilities of how gender, sex, and sexual orientation manifest within individuals and groups

  • Practice using respectful and inclusive language including use of pronouns, writing for inclusion, and verbal re-patterning

  • Explore common systemic challenges and unconscious bias regarding processes, procedures, demographic databases, and interviewing


Religion in the Workplace

As the diversity of the workplace continues to grow and as more global and virtual project teams form, individuals with different religious beliefs will come together. In some global workplace environments, there are accommodations to be made for religious practices—prayer rooms, meals provided in cafeterias, or images to be restricted are just a few examples of key considerations. Employees working on diverse teams will find themselves potentially engaging with others whose religious beliefs may be in conflict or have different religious beliefs of their own. Adding to the complexity are the global events and related headlines that can be discussed informally and yet lead to divisive conversations. The business implication of religious diversity is to balance the need for religious freedom with creating a workplace that remains innovative and productive. Favoritism, bias, and differential treatment are often a particular challenge for religious diversity and employees need to be informed how an organization is able to do to accommodate different religious practices.


Learning Objectives:

  • Raise awareness how religion can emerge in the workplace

  • Describe how accommodations are addressed for major religious groups

  • Illustrate what the law requires in the US and for multinational

 

Valuing the Women Among Us

If there were no barriers for women in corporate America, we would walk into corporate executive suites and see greater parity between men and women who hold executive positions—imagine a 50/50 split. The reality is that only 15% of Board seats are held by women, only 5% of CEOs are women, and only 40% of managerial positions are held by women. The increasing role of women in purchasing decisions, leading heads of households, and charting new technological innovations requires more focused and strategic efforts to recruit, retain and promote women. This training program assists our clients in understanding that only by valuing the women within today’s workplace and creating a culture that demonstrates inclusion, will a new generation of women leaders be attracted, developed and promoted. InclusionINC is a women-owned, global consulting firm with unique capabilities to make the workplace inclusive of women.

 

LGBTQIA+ in the Workplace

The presence of Lesbian, Gay, Bi-Sexual or Transgender employees in the workforce has reached new levels of awareness, acceptance and integration. The ability for LGBT staff to work openly means they can be fully present and engaged in the workplace and bring an authenticity to their work life that others may take for granted. As some of the key issues impacting the LGBT community have been in the national headlines (often at the center great controversy in some regions), it continues to be important to make sure the workplace remains inclusive. All employees need to remain aware of the sensitivity and respect valued by their LGBT colleagues. A separate business issue to address in this module is to raise awareness of the growing purchasing power of the LGBT community and how their product loyalty and advocacy can be a strong asset for a company or brand to sustain.
 

Learning Objectives:

  • Create awareness of the unique concerns LGBT employees experience in the workplace

  • Reflect on creating an LGBT family friendly environment

  • Differentiate workplace policies from religious-based objectives

  • Explore current best practices

 

Differently-Abled: Shouldn't Inclusion Be for Everyone®

The presence of people with different physical and mental abilities in the workplace reflects a growing opportunity for major employers. Their strong loyalty and engagement in the workplace is just one of many benefits they bring to successful workplace environments. While employees with physical differences have been part of the workforce for the better part of the past 30 years, the American with Disabilities Act is also being used to protect employees with Asperger Syndrome, Bi-Polar Personalities, and Attention Deficit Disorder. These workers have also benefited from the use of new technologies and flexible work environments that can be essential for employees to remain productive. Pivotal to their success however is their effective integration into work teams. Employees with different physical and mental abilities often want their colleagues to look beyond the disability to see their genuine contribution. This requires a workplace culture of inclusion that is founded on effective communication and respect.

 

Learning Objectives:

  • Describe physical and mental abilities

  • Define current approach and goals for accommodating employees with different physical and mental abilities

  • Explore barriers for communication with persons of different abilities

  • Understand key requirements of accommodating individuals with different physical and mental abilities

 

Returning Veterans in the Workplace

Over the next 2 years, approximately one million active duty military officers will be returning to civilian life. At the same time, 850,880 are in active reserve and can be called to duty in short notice. The unique experience of veterans and the specialized skills they develop while on their tour of duty can be of enormous value to employers. In order to leverage the potential of veterans and the men and women in reserves, key support structures are necessary however. The use of employee resource groups for veterans is one strategy being adopted to make the transition to civilian life easier. Managers in particular may need to spend time looking at how best to translate skills learned in the service to immediate business requirements. Similarly, the adjustment between a hierarchical culture to one that is flat or collegial may require careful coaching. For some veterans, engaging effectively in the workplace also requires accommodations. This module will inform employees about the growing number of veterans in the workforce and the importance of engaging them effectively in the workplace.

 

Learning Objectives:

  • Describe US based statistics on returning vets

  • Create understanding how military skills link to workplace competencies

  • Define best practices for returning Veterans

  • Showcase current best practices and resources available for Veterans

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