Inclusion Means EVERYONE
If you spend a lot of time lobbying for engagement in DEI&B (diversity, equity, inclusion and belonging) efforts in your organization, you are not alone. Between ambivalence and downright resistance, it is hard for many organizations to get the level of engagement they need to bring about real change. Don’t let the rumor mill or baseless claims designed to spark fear interfere with progress. It is time to establish a new social contract. Learn how to face and confront resistance with courage and grace. Even though you may be further down the path with your DEI&B efforts than those who are just getting started, you may not realize that there are proven ways to get everyone to the DEI&B table. You and your team can learn them.
This workshop will teach you how to:
- Lay out the business and practical case for DEI&B
- Overcome DEI&B resistance with grace
- Leverage diversity and inclusion as a catalyzer instead of as a divider
- Design meetings, workshops, team discussions, and events in ways that create positive partnerships with all employees
Resistance and skepticism can be a cultural barrier to progress in organizations, but it is also be an opportunity to create genuine partnerships across difference. The goal isn’t to change people’s beliefs, but rather to help everyone make positive shifts in their behavior.
The approaches and strategies practiced in this workshop are described in “Gaslights and Dog Whistles – Standing Up for Facts Over Fiction in a Fearful and Divided World”.
Note: This is a 6-hour workshop in full, but 2-hour introductory sessions are currently being offered.
Watch this short video to learn more!
Leading and Sponsoring the DEI&B Journey
This engaging 2-4 hour experiential workshop will accelerate the launch process for organizations that are just beginning their inclusion journey, or for those that are ready to more deeply commit to the next level of progress. Geared for executive-level leaders, this session offers a balance of what to DO and how to BE in terms of leading and committing to the organization’s DEI&B Journey.
Many Paths, One Aligned Direction – There is no one way for an organization to “do” DEI&B. Each organization launches its journey differently based on what the current business needs and internal capabilities are.
In this workshop, you will:
- Learn how to start creating a DEI&B roadmap with goals and objectives
- Gain insight into the roles and behaviors effective sponsors adopt that help sustain progress
- Discover next steps to begin or deepen YOUR DEI&B journey
- Begin to practice new diversity partnership skills
Increase your leadership effectiveness (and your organization’s results) – “Feel, Learn, Act” your way into higher performance. Feel means learning to hear and appreciate the lived experience of different people and groups within your organization. Learn involves discovering new ways for you to incorporate what you learn into your daily leadership practice. Act requires having the confidence, vision, and a plan for how you and your direct reports get DEI&B work done.
Note: This is a 6-hour workshop in full, but 2-hour introductory sessions are currently being offered.
Watch this short video to learn more!
Stand Up for DEI
If you spend a lot of time lobbying for engagement in Diversity, Equity, Inclusion & Belonging (DEI&B) efforts in your organization, you are not alone. Between ambivalence and downright resistance, it is hard for many organizations to get the level of engagement they need to bring about real change. Don’t let the rumor mill or baseless claims designed to spark fear interfere with progress. Learn how to face and confront resistance and distracting rhetoric with courage and grace. Even though you may be further down the path with your DEI&B efforts than those who are just getting started, you may not realize that there are proven ways to get everyone to the DEI&B table. You and your team can learn them.
Learn how to…
- Lay out the business and practical case for DEI&B.
- Overcome DEI&B resistance with grace.
- Learn what critical Race Theory is and why it’s important.
- Structure DEI meetings and learning strategies such that there is less resistance and defensiveness.
- Advocate for the preservation of teaching the real history of U.S. society.
Resistance and skepticism can be a cultural barrier to progress in organizations, but they can also be an opportunity to create genuine partnerships across differences. The goal isn’t to change people’s beliefs, but rather to help everyone make positive shifts in their behavior in order to create a more inclusive and, therefore, productive environment.
Details and Information:
- For anyone looking for support and knowledge to represent the value of DEI to others
- Virtual sessions can be customized for the audience and time budget (90 minutes to three hours)
- JMC offers these sessions on an open-enrollment basis periodically throughout the year.
Note: The approaches and strategies practiced in this workshop are described in Gaslights and Dog Whistles – Standing Up for Facts Over Fiction in a Fearful and Divided World by Jim Morris.
Watch this short video to learn more!
Equity in Action Executive Incubator
Moving from learning events to organizational implementation is the most important step that any organization can take. It is also one of the hardest. To invigorate the process, we use a retreat-based “incubator” format that invites leaders from across the organization to explore together the needed shifts in process, practice, structure, and behavior to support transformation in workplace culture.
The goal: lasting business results and a rock steady workplace culture.
The precursor to this-two-and-a-half day (or 15-hour virtual version) incubator is sufficient equity, engagement, and representation assessment data to assess current state and to fully understand the employee and stakeholder experience.
Through this compelling and challenging Incubator, participants will…
- Continue to deepen their interpersonal and communication skills when it comes to belonging, inclusion and equity.
- Learn how to consider multiple elements of equity in the formation of plans, practices and policies.
- Develop their systems thinking skills in designing effective equity engagement strategies.
- Begin to craft and plan for the deployment of new ways of engaging and supporting employees.
- Create and/or contribute to the creation or revision of the organizational roadmap for their organizations.
- Leave ready to make substantive improvements in their part of the organization.
Basic Information:
- For senior decision makers who are empowered and expected to develop and implement new or revised practices, policies, and plans
- Best for diverse groups of 12-30
Watch this short video to learn more!