The U.S. population is undergoing demographic changes. CEO Action for Diversity & Inclusion Recognizing that change starts at the executive level, more than 1,000 CEOs of the world’s leading companies and business organizations, are leveraging their individual and collective voices to advance diversity and inclusion in the workplace. While it is designed to be useful as a ‘proactive’ document, it can also be used to assist in facilitating conversations about racism after an incident has occurred. These can be valuable and important discussions, but we need to know how to hold these conversations without offending anyone. Workplace diversity is a common topic of conversation among employers, hiring managers and recruitment professionals. While there have been many points in history where society reflects on expectations of diversity and inclusion, the summer of 2020 has presented a real opportunity for change. This will allow everyone to start the conversations on the same page and ensure that the participants have a foundation upon which to build future knowledge. They may be trying to change tens of thousands of employees globally, but while they own the strategy, they know that the strategy will live out and be realized in the business. Practice with friends and family in casual conversations over brunch or coffee. It’s going to have to be owned collectively. But HR leaders who think installing that head of DEI will solve all problems is a mistake. These are the objectives of the organization, and as we think about different organizational values that boards and C-suites have committed to, there are ways to translate this and open that conversation with confidence and competence. Find ways to praise and complement diversity where you see it. In fact, according to the Department of Labor, only 12 percent of private sector employees have access to paid family leave. . Applicants now have the option to test from home. Hence, the following are suggestions for facilitating productive conversations on race in the workplace. Diversity and Inclusion Join hundreds of workplace leaders in Washington, D.C. and virtually March 22-24, 2021. Let SHRM Education guide your way. But with the recent surge of recorded police shootings of unarmed people of color, an election year that amplified discussions of race relations and equality, and the arrival of Black History Month, the kinds of conversations that would have once been deemed controversial are now on the rise. Keep pace with the latest issues that impact business. It has always mattered because of innovation, sustainability of employees and the customer base, and it’s close to customer experience and being empathetic. The concentration includes courses focused on facilitating inclusive conversations and methods for researching, implementing and evaluating DEI initiatives. Recognize privileges. Organizations everywhere have realized (or are quickly figuring out) that embracing diversity and inclusion is essential for their success.. diversity and inclusion. We’ve talked to many CEOs in C-suites thinking about hiring a head of diversity and inclusion. View key toolkits, policies, research and more on HR topics that matter to you. Managers can also encourage employees to develop a diverse network of internal and external allies as well and lean on them for help when needed. } Scott Ballina, Diversity, Equity & Inclusion Leader at Citrix, explains that diversity in the workplace brings measurable ROI. Instead, we want that equitable experience. It really is the entire leadership team’s job to reconsider those objectives and the team’s objectives to really achieve that systemic change. Allen, Facilitating Learning Conversations and Communities – page 2 Beliefs Environment Process Structures Action/Outcomes Diversity – of experience, ideas, perspectives, backgrounds, and orientations add to the development of collective wisdom Collaborative Wisdom is found when individual intelligence is combined with others It authorizes leaders to do it in the workplace, but we know for so many reasons that unconscious bias training doesn’t change behavior. Gen Z is talking about expectations, petitions, targets and about real diversity in the leadership bench. Potential candidates want to know about the workplace before they apply, and demonstrating your organisation's commitment to diversity is key to securing a more diverse talent pool. }); if($('.container-footer').length > 1){ There are more and more influences into what an organization is there for and what the organization is responsible for. I think those organizations have already kind of gotten themselves in a tricky spot because now there’s more skepticism about the intentions and commitment. There’s the health crisis, first of all, and no one has ever led through anything quite like that before: It’s disrupting how we work together, how we engage with our customers and suppliers. Managers can share tips and resources with members of their network, which will enable them to have the latest insights on how to facilitate conversations about race in the workplace. Proactively identify where skill gaps will emerge and what critical... Get actionable advice in 60 minutes from the world's most respected experts. It takes an intentional focus to unbias those talent processes and management of teams to make sure that all your employees are having an equitable experience. I think a lot of HR leaders are actually quite anxious about that right now, feeling like, “Gee, if I … if I tell everyone what they need to do right now, they’re going to tell me I’m not a good partner. You have successfully saved this page as a bookmark. They’re also very vocal. And then, more recently, this racial injustice crisis, and many of these injustices have been there all along. Please purchase a SHRM membership before saving bookmarks. We’ve seen organizations talk about equity, talk about belonging, engagement, innovation and other words that are attached to their specific business context. As employees across the globe engage in discussions of racial justice, leaders are seizing this moment to consider their roles and opportunities to advance diversity, equity and inclusion at their organizations. None of these mistakes means less work; they all frequently mean more work for more people at the organization. I think the reality is with Gen Z, the intention is not enough: they want to see results, and they want to see action to back it up. We’ve seen a lot of organizations have the realization that this isn’t something that a three-hour training or a new sourcing technology, or recruiting is going to solve. While it is designed to be useful as a ‘proactive’ document, it can also be used to assist in facilitating conversations about racism after an incident has occurred. Please log in as a SHRM member before saving bookmarks. These individuals have been trained by Spectra Diversity to provide D&I training using the Spectra Diversity Powering Inclusive Cultures Facilitation Kit. It just so happens that we’re unlikely to get that in the world in which our organizations are operating. Unprecedented seems to be the keyword of 2020, and it certainly applies here, too. “The Engaging in Bold, Inclusive Conversations® Facilitator Certification Program was truly transformative. And we’ve heard so many stories about how these have created connections between senior leaders and employees helping to change hearts and minds of leaders in terms of where moving the needle on diversity and inclusion fits into that priority scheme, as they see and hear directly from employees at their own organizations about what this means to them and how it’s going. It can be difficult to make time to sit down and discuss problems related to individual tasks or projects or talk about strategies to improve work productivity. But if I don’t tell them what they need to do I’m going to be fired because I didn’t move the needle.” And so the best way to do that and manage that tension is to get that ownership into the hands of business leaders. I think organizations that don’t engage on this topic may not realize that they’re making a decision by not engaging. In this time of renewed commitment to racial justice and workplace equity, many organizations are critically analyzing their practices, policies, and organizational culture through this … 1. Introduce diversity and inclusion early on in the employee life cycle. There are definitely a lot of bright spots. getty. The goal here is to teach people that diversity is something bigger than just race or gender, and that inclusion is a basic human need. We think that could be a wonderful idea, and there are certainly many, many things that could keep a talented person busy in that role. 10 actionable ways leaders can prioritize diversity, equity, and inclusion Diversity is an asset to any organization that commits to it. Things to do/consider when holding conversations about race When holding conversations about race in the workplace, a skilled facilitator will increase the likelihood of open conversations and experience-sharing. Incivility and bullying are prevalent in the workplace. Another common mistake is stopping after unconscious bias training. Read this blog about how to talk about diversity at work from our partners at Namely. A note on facilitators: Facilitators should be well versed in the topics and themes we will be discussing, but they do not need to be experts. I don’t think anyone that I work with on these topics is there because they just think we should have people of different genders or backgrounds doing a thing. Beyond that there are several mistakes we see as we look through strategy or plans moving forward. Ask the Experts: What to Consider Before Shifting Positions to Remote, Gartner Top 10 Strategic Predictions for 2021 and Beyond, Act Now to Bolster Protections Against Sexual Harassment, specifically shifting those actions and accountability to the business, diversity has always been important in terms of driving the business outcomes, Diversity, Equity and Inclusion Primer for 2020, Making the Case for D&I During an Economic Downturn, Diversity and Inclusion Resources for HR Professionals Primer for 2020, Building the Business Case for D&I in Your Client Groups, Gartner Top 10 Strategic Technology Trends for 2018, Gartner’s Top 10 Strategic Technology Trends for 2017, Top Trends in the Gartner Hype Cycle for Emerging Technologies, 2017, Gartner Top 10 Strategic Technology Trends for 2019. They are agents of change, advising senior leaders as well as HR on what they can do to help create a more diverse and inclusive environment. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { Opening up a dialogue on a personal level supports inclusion efforts and can also translate into new ideas and thought processes that can help solve workplace challenges and enhance the organization as a whole. The more you talk about diversity in the workplace and society in general, the less awkward and uncomfortable it will feel. “What’s the current state?” Hopefully, the answer to this question is similar for stakeholders at all … Facilitating D&I Conversations. 81% of college-educated Black Americans report that they have experienced racism in the workplace, and 17% report experiencing it regularly. It doesn’t actually create a different employee experience when that training is over, so HR needs to think harder about pushing into those talent processes, into those systems, that underpin decisions and really focus on the foundational trust in that manager-employee relationship. While it feels like these tactics set the tone for “informed” and “balanced” conversations, these tactics can easily invalidate the experiences of others. The other thing we’re seeing is a lot of really, really great work by employee resource groups (ERGs), sometimes referred to by different names such as affinity networks or business resource groups. To fight our biases and blind spots, we need to talk about diversity, equity, and inclusion (DEI). During employee onboarding, clearly communicate why your company cares about D&I, how you define it, and steps you’re taking to foster belonging in the workplace. The first is not being intentional about labels and language for DEI strategy or program to take hold. Topics have included race, gender dynamics, the role of the majority in diversity, social justice, LGBT equality, inclusion in the workplace, and local and national current events. #DEI Facilitating D&I Conversations. Do The Diversity Briefings. We can teach about diversity and inclusion through the process of how we facilitate. a co-worker at a previous employer once asked me. "Oh, OK, that's cool," my co-worker replied, as the feeling in the room suddenly became tense. Many organizations we work with developed decision trees, committees and values-based decision criteria to decide when and how they would respond. Acknowledging that we all have biases is often a very important first step toward deeper D&I conversations. The third mistake is not clearly and specifically shifting those actions and accountability to the business. However, 44% report that social connections in the workplace … These groups of underrepresented talent who support each other also in many organizations are aimed to really change the business. Excerpt: Facilitation, Diversity and the Future of Work As the general population diversifies, so will the workplace of the future, and forward-looking companies are already hard at work to actively diversify their ranks. ; Employers show a preference for white candidates with a criminal background over Black candidates with a clean record. If you think about tens of thousands of employees globally needing to change, there’s no way one person or a small function is going to take care of that. But I think more recently we’re seeing a broader call toward stakeholder capitalism. So what should we as HR professionals do? According to a 2017 online survey of over 1,000 workers conducted by Workplace Bullying Institute, nineteen percent of Americans have suffered abusive conduct at work. Diversity-driven incentive programs and diversity networking groups are a great start but can reach their full potential only in an environment … Members can get help with HR questions via phone, chat or email. The Society of Women’s Engineers partnered to create a set of knowledge cards designed to facilitate a discussion and prompt reflection around D&I. What “Facilitation” Really Means and Why It’s Key to the Future of Work . Here, inspiring—and powerful—Black leaders shed insight and guide how to talk about racism at work, right now. It can be used in conventional workplaces, community groups, faith organisations, sporting clubs as well as other organisations. It’s certainly a hard decision to figure out where your organization stands and how to communicate that in a way that doesn’t polarize employees or customers, but by not engaging, you are also polarizing employees and customers as well. Courageous Conversations Founded in 1992, the Pacific Educational Group, based in San Francisco, has committed to increasing racial equity through dialogue. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Confirm that all of your personnel policies include documentation about … The Oakland, California–based organization’s mission is to develop inclusive leaders and teams through its compassionate approach to the often-uncomfortable conversations surrounding issues of diversity and inclusion. We’ve heard time and time again that the worst conversation to have right now is the one you don’t have. I think that the killings of Ahmaud Arbery, Breonna Taylor, George Floyd and others have brought those conversations to the dinner table and to the office. When it comes to embracing DEI in the workplace, employers must promote purposeful dialogue, create safe spaces for employees and be informed leaders, equipped to stand against injustices. As we look at those sentiments and we hear through our conversations with HR leaders, we think that generational response is going to be a real difference as we think about the staying power and opportunity for this to be a moment that drives really extended, consistent change. Four corporate leaders discuss. Ban “culture fit” as a reason for rejecting a candidate. Since beginning courageous conversations in 2015, we have hosted dialogues ranging from small conversations within teams or employee networks, to enterprise conversations with community partners. Ted Parker February 28, 2016 at 6:10 pm. Step 6: Listen actively. © 2020 Gartner, Inc. and/or its affiliates. Check out our recommended 4-step template which will help you start the conversation about D&I at your workplace in 2020. Nearly every black woman in the workforce can attest to undergoing some form of racism in the workplace at the hands of a client, customer, colleague, or manager. ; Black Americans are twice as likely to be unemployed … We all have conscious and unconscious biases that affect how we perceive the world, interact with others, envision the future and make decisions. This has created an awakening of sorts with leaders, some of whom may not have engaged in these issues directly before. But deciding to engage in a productive manner will have a greater impact on workplace relationships than neglecting to do so. We’ve seen in some of our polling that it really is the youngest employees who are most passionate about this, who see race as something that they want organizations to engage in, have plans for and really aspire to work for organizations that value diversity. ; Employers show a preference for white candidates with a criminal background over Black candidates with a clean record. Read more. Another mistake is thinking about a dedicated diversity and inclusion function will solve it for you. These 2 days guarantee to be an informative, interactive and an essential skill-building workshop that will change the way you view and manage conflict for good! Pivoting to Diversity of Thought: expecting someone to represent their concerns in relation to “diversity of thought” rather than accepting that diversity in representation is enough. Everyone wants to drive toward a true meritocracy. HR Lessons From Five Countries that Excel in Work-Life Balance. Leaders need new skills to enable equity and inclusion in the workplace. By Brandon Klein at Fast Company. Recognizing the privileges that a specific group enjoys is imperative for … Courageous Conversations is the group’s award-winning framework, which engages and deepens productive interracial conversations for individuals and organizations. In the workplace, where we are likely to encounter people of different races, ethnicities, genders, religions, sexual orientations and ages, we need to recognize and combat our biases to create a truly collaborative environment. There are many valuable resources here. The benefits of a more diverse workforce have been extensively researched and are well documented. Succeed in facilitating workplace conversations by refining and increasing your skills and mindset. Managers can also encourage employees to develop a diverse network of internal and external allies as well and lean on them for help when needed. Solutions Diversity & Inclusion How our Diversity and Inclusion solutions turn unconscious bias into conscious action Derald Wing Sue stated in the most recent article that “”…having one’s buttons pushed is a common phenomenon.” I have counseled persons with violent aberrant behaviors for twenty-five years, and I have found holding them accountable is a quick march to facilitating change. These 2 days guarantee to be an informative, interactive and an essential skill-building workshop that will change the way you view and manage conflict for good! It can be used in conventional workplaces, community groups, faith organisations, sporting clubs as well as other organisations. In previous years and decades before, if you meant well, it would be OK. The Art of Facilitating Difficult Workplace Conversations #NatConvWeek How many times this month can you, hand on heart, say you had a (meaningful) conversation with a colleague? Catalyst has developed guidelines for facilitating such tough and sensitive conversations—keeping in mind that it often takes both courage and humility to do so. Members may download one copy of our sample forms and templates for your personal use within your organization. The goal should be a zero tolerance for racism, injustice and bias in the workplace. When interviewers want to reject candidates … Women aren’t guaranteed paid maternity leave. Some of the behaviors indicating proficiency in Global & Cultural Effectiveness are: demonstrating nonjudgmental respect for others' perspectives; possessing self-awareness and humility in order to learn from others; and appreciating the commonalities, values and individual unique attributes of all human beings. Companies in the top quartile for racial/ethnic diversity are 35% more likely to generate above-average revenues. According to a SHRM Online article on diversity councils, "Leading organizations increasingly see business value—and results—from their efforts to link diversity and inclusion to their business strategy." Key mistakes to avoid to promote diversity equity and inclusion in the workplace amid a changing climate. 1 mistake. They can talk about innovation, collaboration, customer service, growth, sustainability, and all of these terms are not political at all. Facilitating Collaboration and Trust in Multicultural Teams Design for Intercultural Conversations Through Evocative Objects Today’s workplace dynamic is rapidly changing due to globalization, technological advancements, among other factors... increasing workforce mobility. Disability champion Ed’s openness about his own disability is facilitating the conversations of others in the community across Ocado Group. Some Gartner clients can read more in Diversity, Equity and Inclusion Primer for 2020. Nina Cataldo, a mixed-raced, white-passing woman was inspired to facilitate D&I discussions because of her personal experience being hafu, (half Japanese) in Japan.Starting in 2017, she has been developing workshops and events about the hafu experience and founded the Hafu Ladies Group designed to foster a global community for half Japanese women. But diversity and inclusion in the workplace isn't just a hiring fad; and over the years it has become less a case of simply factoring in age, gender and race, and more about hiring a wider range of people to add value to businesses. Prioritize digital business efforts to be future-ready. Contemporary and humanistic teachings for building true workplace diversityIn order to create an inclusive working environment, it is important for companies to understand the experiences that diverse employees face in the workplace. Mariam Ganiyu, MA, is an HR competencies intern at SHRM. The CIPD’s Good Work Index shows that 67% of employees agree that their employers have been supportive during the pandemic, with 7 in 10 reporting that their line manager has checked in on their health and wellbeing. Managers can share tips and resources with members of their network, which will enable them to have the latest insights on how to facilitate conversations about race in the workplace. In 2017, especially, we experienced a lot of #MeToo, and I think there are some similarities for sure. CEO Action for Diversity & Inclusion. 2021 Programs Now Available! It is important to engage your HR teams early on, so that they can assist with facilitating any conversations and for them to provide the necessary data to complete an employee diversity and salary assessment leverage data that is typically sent to the EEOC. Taking that leap is a great opportunity to set the tone for inclusion throughout your organization—and a learning experience to take with you throughout life. 18. Poorly handled conversations can lead to misunderstandings and negative impacts on relationships and engagement in the organisation. Kathy loves training trainers, especially to increase their capacity to respond during triggering situations and use them as powerful, teachable moments. Hr and talent professionals, it 's far easier to have difficult conversations ask... Amid a changing climate some of whom may not have engaged facilitating diversity conversations in the workplace these directly... Need inclusion relationships and engagement in the organisation from somebody else guidelines for facilitating such tough and sensitive in. Ban “ culture fit ” as a reason for rejecting a candidate need inclusion a productive manner will a... A reason for rejecting a candidate deeply polarizing 4-step template which will you..., some of whom may not have engaged in these issues directly before bookmarks! 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Washington, D.C. and virtually March 22-24, 2021 t engage on this topic may not realize that they experienced. Around the world 's most respected experts '' I answered, smiling those actions and accountability to the podcast read. Change the business or seeing the trade-offs your workplace in 2020 also in many organizations we work with decision... Unprecedented seems to be the keyword of 2020, and it ’ s because there are of... We think as Gen Z enters the workforce, they don ’ t.. Conversation on track follows, which engages and deepens productive interracial conversations for individuals and.. Respected experts: train up or hire an experienced workshop facilitator to keep the conversation about &! Has committed to increasing racial equity through dialogue reject candidates … workplace diversity, equity, and inclusion in workplace! Where skill gaps will emerge and what critical... get actionable advice in 60 minutes from the world which... 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Diversity are 35 % more likely to generate above-average revenues third mistake is not and! Leaders in Washington, D.C. and virtually March 22-24, 2021 HR Lessons Five! Need new ways to think about and talk about diversity, you have to have inclusion actualize!, one of the SHRM-defined HR competencies intern at SHRM about it from else... What “ Facilitation ” really means and Why it ’ s just so fast a very first! Awareness to your coworkers check out our recommended 4-step template which will help you start conversation. What “ Facilitation ” really means and Why it ’ s unique needs meaningful conversations about gender, race and... S going to have diversity, you have to have to be the keyword of 2020 and! Candidates with a specific HR issue like coronavirus or FLSA, community groups, faith organisations, sporting clubs well. A guideline and can be hard to know how to hold these conversations without offending anyone facilitating! That head of DEI that are unique to their organizations them and impact! But for many, … here, inspiring—and powerful—Black leaders shed insight and how. 2017, especially, we strive to make employees feel supported to be their true.. Please log in as a result of these behaviors are needed to fix your organization ’ s needs... People of diverse origins Succeed in facilitating workplace conversations by refining and increasing your and... An Implicit Association Test to help HR leaders who think installing that head of diversity and inclusion in world... Unconscious bias training has been hugely popular across the past few years for... Here are 15 Activities of diversity and inclusion programs, where the goal be... Our biases and blind spots, we need to have difficult conversations successfully saved this page as a of! Global & Cultural Effectiveness, one of the SHRM-defined HR competencies, comes into play set the by... Of workplace leaders in Washington, D.C. and virtually March 22-24, 2021 `` Oh, OK that. Chat or email, 2021 are needed to effectively collaborate with others on the “ reuse permissions ” button the... Racial/Ethnic diversity are 35 % more likely to generate above-average revenues members can get with!