Diversity, Equity, and Inclusion (DEI) Training
Moving From Awareness to Action
Change mindsets, build skills and behaviors,
so everyone in your organization
thrives and feels that they belong.
Multiple studies have proven that diverse teams drive better business performance and equitable and inclusive organizations become more resilient, collaborative, and innovative.
DEI learning and development is essential to attract and retain top talent.
Research-based DEI training that develops inclusive leaders and builds a culture of inclusion and engagement
Organizations are becoming increasingly diverse. Yet hiring diverse talent — taking into consideration characteristics including but not limited to race, ethnicity, gender, age, religion, ability, sexual orientation, and identity — is only the first step in creating an inclusive organization. It is essential for leaders to be able to create inclusive environments so that everyone is able to fully engage in the work.
What distinguishes inclusive leaders from others?
Inclusive leaders consistently recognize the unique characteristics of each person in their workplace with the goals of improving overall performance potential. Inclusive leaders excel in five traits and five competencies. They bring awareness and clarity to problem areas, they practice courageous accountability to help resolve those problems, they empower others, and they foster innovative collaboration to unlock the unique contributions of each person in a group.
Why choose a Training Program with Inclusive Leaders Group?
- Assessment and Feedback: The power of individual assessments makes the training experience a customized one, offering a well-rounded picture of an individual’s strengths, development needs, and leadership style — frequently cited as the most valuable part of our programs.
- Personalized Attention: A high facilitator-to-participant ratio provides the individual attention that fosters customized development, whether in-person or virtual.
- Experiential Learning: Special, engaging activities and breakout sessions offer participants the chance to practice new behaviors while learning from their program peers.
- Goal-Setting: Participants are given time to integrate the lessons of their leadership training experience and encouraged to create personal and professional goals.
- Peer Learning: Program participants interact with and learn from peers in other departments who face similar challenges. Custom program participants often spend time with managers from across their business, facilitating internal collaboration.
FREQUENTLY REQUESTED COURSES
Inclusive Leadership Suite
INCLUSIVE LEADERSHIP - Foundations and Advanced
These Inclusive Leadership Workshops are ILG’s signature courses, framed around the extensive research done by Korn-Ferry on Inclusive Leadership traits and emphasizes the need for these traits because of the diversity of markets, customers, ideas and talent. Before the custom workshops, participants will gain insight and feedback through a highly valid and reliable assessment Learn More.
BUILDING INCLUSIVE HIGH-IMPACT TEAMS:
Recent research has shown that Teams that are inclusive and achieve higher engagement, greater innovation, and higher team performance overall.
Teams towards inclusion requires commitment to developing the leadership traits and skills of flexibility, adaptability, openness and authenticity. Through fostering inclusive leadership at the frontline, middle, and top levels of the organization, senior leaders can nurture a culture where everyone is welcome, feel that they belong, and able to contribute their optimal performance.
Looking to drive engagement, innovation and profitable growth by developing inclusive leaders and teams?
Diversity, Equity, and Inclusion (DEI) Suite
DIVERSITY AND INCLUSION WITH ALLYSHIP & BELONGINg
At the end of this training session, participants will be able to:
- Define both diversity and inclusion for the organization
- Discuss how beliefs and behavior impact performance in the workplace
- Increase awareness of their personal cultural lens and how that lens impacts others around diversity issues
- Exhibit self-reflection as an Ally, tell the difference between Allyship and being an Accomplice, and know how to speak up and intervene in workplace marginalization
- Understand how you can contribute to creating an inclusive culture of belonging
- Commit to skill building with an individual action plan
DIVERSITY AND INCLUSION THROUGH THE TALENT LIFECYCLE
To be fully effective, both talent management and D&I must align with the needs of the business. More importantly, integration efforts need to be rooted in a strategic plan that is supported at the top, involves multiple stakeholders, and tracks and measures progress. In this workshop, we examine the challenges and explore solutions at each stage of the talent management lifecycle. Better integration of Diversity & Inclusion (D&I) with talent management makes each more effective.
Too often, though, organizational silos inhibit this important union — creating significant opportunity cost in attracting, developing, and retaining talent. The same behaviors that make D&I effective (leveraging diverse skills and perspectives, treating everyone with respect, creating equitable opportunities for growth and development) also strengthen the talent management process. Consequently, it makes perfect sense for organizations to be deliberate in their efforts to integrate them.
Modular Format: Course includes five (5) Talent Lifecycle modules; Attraction & Recruitment, Interviewing & Selection, Communication & Engagement, Performance & Training & Development, and Career Development & Succession Planning. Course Can Be Delivered Flexibly, Client Can Select Entire Talent Lifecycle, or Select Particular Modules.
Seeking to make diversity, equity, and inclusion a business imperative this year?
DISRUPT BIAS AND BUILD CULTURAL COMPETENCE AND ALLYSHIP SUITE
DISRUPTING UNCONSCIOUS BIAS
There is no such thing as a workplace that lacks diversity. Despite decades of legal and social reform aimed at reducing discrimination in the workplace, inequality continues to be a significant problem in all societies and most workplaces. In this workshop, you will identify the perceptual and psychological processes that impact the way that individuals interact with people who are demographically dissimilar from them. You will examine the psychological processes that impact decision making within organizations and identify how professionals can design better work practices and help to leverage the potential more effectively among employees. – “Unconscious racial bias – our subconscious associations of race – permeates everything that we do. In these tumultuous times of disparities and protests, we must be aware and accountable to disrupt it and other forms of bias.” – Charlotte Hughes, Co-Founder and CEO, Inclusive Leaders Group (ILG)
CONTEMPORARY ANTIRACISM AND ALLYSHIP
ALLYSHIP SKILLS WORKSHOP
Allyship: How to be an active ally and advocate for diversity.
This training explores how to be a more active ally and advocate for marginalized groups. It explores the basics around language and takes participants through a journey to better understand the experiences of underrepresented groups in the workplace. Sessions can be run with a specific focus in mind (i.e., LGBTQ+ allyship or Women allyship or racial minority advocacy) or as more generalized sessions focused on the importance of intersectionality and on being an effective ally across communities. The Allyship Skills Workshop teaches simple everyday techniques people can use to make their workplaces more inclusive. This highly interactive workshop helps people recognize when they have power and influence—when they can best act as an ally—and learn how to take effective action to make their workplace better.
HAVING CHALLENGING CONVERSATIONS
LGBTQ+ INCLUSION AND BELONGING
We offer LGBTQ+ Inclusion and Belonging workshops on a variety of levels, from introductory to advanced, on multiple topics not limited to those listed below. We are also happy to tailor a workshop to the specific needs of your organization. Workshops include a 60 minute virtual keynote presentation and discussion, as well as a virtual workshop with interactive activities, and question & answer periods.
- Understanding Pronouns Workshop
- Exploring Gender Identity and Expression
- LGBTQ 101
DISABILITY INCLUSION ESSENTIALS
Prioritizing one of these talent and organizational development priorities at this time?
MENTAL HEALTH & WORKPLACE WELLNESS SUITE
MENTAL HEALTH: The Next Diversity and Inclusion Initiative
One in five people are impacted by a mental health issue in a year. Mental health is the diversity dimension that is often undetected, invisible and untreated due to stigma. Inclusive workplaces address mental health and enable leaders to create a stigma-free culture that is supportive and focused on awareness with prevention. In this session, we explain why mental health is the cutting edge of diversity and inclusion, address common perceptions about mental health at work, discuss real case studies from leading companies paving the way for mental health within their D&I strategies, and learn practical applications for including mental health initiatives aligned with your values and strategy to attract and retain a diverse workforce. – “Over 90% of employees are affected by mental health, both personally or their family members. It impacts every team and every collaboration. Companies that want to create inclusive workplaces need to make mental health a diversity and inclusion priority.” – Susan H. May, PhD, Inclusive Leaders Group Senior Advisor and Licensed Clinical Psychologist.
INCLUSIVE WORKPLACE WELLNESS: Developing Culturally Competent Employee Well-being
This course examines advancing multicultural competent, and inclusive environments within well-being best practices. The course will help develop knowledge, awareness, and skills delivering best in class well-being programs that are equitable and culturally appropriate programs and services for wellness include defining; multicultural competency, cultural sensitivity, and developing program initiatives focused on inclusion and well-being to address differences with organizations related to race, ethnicity, class, gender, age, country of origin, culture, political, religious, language, sexual orientation, physical and cognitive abilities. – “Best-practice diversity and inclusion organizational workplaces recognize employee health and well-being as an issue of inclusion and belonging. In return, employees with high levels of well-being are more inclusive, engaged, collaborative, and productive.” – Ebony Schumake Berry, Inclusive Leaders Group Senior Consultant and Facilitator.
MINDFULNESS FOR INCLUSION AND BELONGING
Looking to focus on mental health as a diversity and inclusion matter this year?
VIDEO AND AUDIO D&I PRESENTATIONS SUITE
WEBINARS AND PODCASTS
ILG webinars and podcasts are video and audio presentations created to empower you with diversity, equity, and inclusion strategies that you can immediately put into action with your teams and organization. Gain greater insights on today’s issues and transform your culture to achieve your business goals. Your choice of topics including: Race & Ethnicity, Sex, Gender, and Identity, Disrupting Bias Training, Microaggressions, Institutional Racism, White Privilege Work, Strategic Diversity Plans.
LET’S GET THE CONVERSATION STARTED!
Contact our learning team today for a free consultation.