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It's easy to see how the focus on diversity, equity and inclusion has caused some white men to believe they have fewer opportunities. But the fact is that laws on fairness and equity apply equally to everyone. Efforts on the part of organizations to expand their race, gender, and ethnic diversity can’t legally, unfairly disadvantage any group. White males are protected by these same laws and have the same rights as everyone else.

Bias can exist among people who appear to be members of the same group. Sometimes it’s not about one type of bias but more about the ways in which biases can overlap. Inclusion is about encouraging and listening to ALL voices. When ideas are dismissed or discouraged, or when there are negative consequences for speaking up, we miss opportunities for innovation and problem solving. This is everyone’s responsibility.

Being an outsider can happen to any of us... at any time. It can happen based on occupation, tenure, age, gender...the list goes on and on. When there are race or cultural differences the points of connection may not be easy, reactions may be more intense, and misunderstandings are more likely to occur. Inclusion is all about intentional acts that build connections and strengthen relationships. So, to beat inequities at work, we must be intentional about inclusion. It’s what makes diversity work.

Racial bias can be hard to spot. It shows up in our society and everyday interactions in ways we often don't realize. One common form is microaggressions. These are subtle, sometimes indirect, and often unintentional behaviors that send negative or hostile messages based on race. They can be things we say or do without even realizing the impact they have.

Encouraging respect for ourselves and others does not mean failing to recognize our differences (race, religion, etc.) when they affect our understanding of a situation, our impact on others or our relationships. No matter how you may feel as an individual, color consciousness exists in our society and is the lived experience of many people.

Title VII of the Civil Rights Act lays out specific protections for all employees. Racial, ethnic and religious epithets and other expressions of bias are more common than we realize. Organizations must protect their employees and make it clear that these behaviors are unacceptable wherever they come from, including customers.

Active listening is the skill of fully concentrating, understanding, responding to, and remembering what someone is saying during a conversation. It’s an essential communication technique that involves more than just hearing the words spoken; it requires the listener to be engaged and involved in the conversation.

Conflict resolution is the process of addressing and resolving disagreements or disputes between individuals or groups in a constructive manner. It involves identifying the root causes of conflict, facilitating communication, and finding mutually acceptable solutions that restore harmony and allow parties to move forward productively. The goal is to manage or resolve conflicts in a way that maintains or strengthens relationships while preventing the conflict from escalating or causing long-term negative impacts.

Emotional intelligence is essential for fostering strong workplace relationships and effective communication. It involves understanding and managing emotions in oneself and others, which enhances collaboration and professionalism. By recognizing emotions, fostering empathy, and practicing self-regulation, individuals can improve interactions and create a positive work environment.

There is a real danger that comes from making assumptions based on one aspect of a person - such as their name. We all want to be seen as a whole person and our name is just one part of who we are. This type of bias can be very subtle, and we may not even realize it’s even there. When we make decisions, like hiring, based on just the name of a candidate, we exhibit bias. We should instead look not for culture fit but for a culture add – what a person can bring to the team.

Equips managers, supervisors and leaders with essential strategies to identify and address productivity challenges within their teams. Learners will understand how to articulate expectations clearly, foster agreement on existing issues, develop actionable plans, and implement effective follow-up practices.

Unlock the power of effective communication and transform workplace dynamics! This course empowers managers to navigate and manage aggressive behavior with confidence. By fostering a culture of respect and clarity, you'll not only boost employee performance but also tackle behavioral challenges head-on. Participants will learn how to identify issues, build consensus, create actionable solutions, and implement follow-up strategies for lasting change.

We all know that when our employees are not happy, we generally see a big drop in productivity ad even workplace respect. Equip your managers, supervisors and leaders with key strategies to quickly and effectively address employee complaints. Learners will quickly identify root causes, foster open communication, and set clear expectations.

Provide essential guidance for managers, supervisors and leaders on how to effectively and legally (compliant with your policy and procedures) handle situations involving employees suspected of theft. This course covers key organizational policies, emphasizes the importance of respectful communication, and outlines steps for cooperation and follow-up.

Equip manager, leaders and supervisors with the essential skills to effectively handle age discrimination complaints within the workplace. Through a structured approach, learners will explore key strategies for investigating complaints, communicating findings, and implementing corrective actions.

Take control of workplace safety and respect with this essential course on managing and investigating sexual harassment allegations. Designed for leaders and managers/supervisors, this tool will equip you with the critical skills to handle complaints, why conduct investigations, and how to foster a safe, respectful environment.

Mentoring is a powerful tool that not only helps employees grow professionally and personally but also strengthens organizational performance, employee satisfaction, and retention. Mentoring employees is important because it plays a crucial role in their professional growth, engagement, and overall success within an organization. By investing in mentoring, companies can cultivate a strong, skilled, and loyal workforce.

Mentoring is a powerful tool that not only helps employees grow professionally and personally but also strengthens organizational performance, employee satisfaction, and retention. Mentoring employees is important because it plays a crucial role in their professional growth, engagement, and overall success within an organization. By investing in mentoring, companies can cultivate a strong, skilled, and loyal workforce.

Psychological safety refers to an individual's perception of the consequences of taking interpersonal risks at work. In a psychologically safe environment, people feel comfortable expressing themselves without fear of negative consequences to self-image, status, or career. Psychological safety is crucial in the workplace for several reasons, impacting both individual and organizational performance.

Psychological safety refers to an individual's perception of the consequences of taking interpersonal risks at work. In a psychologically safe environment, people feel comfortable expressing themselves without fear of negative consequences to self-image, status, or career. Psychological safety is crucial in the workplace for several reasons, impacting both individual and organizational performance.