Course

This slide explains the various evolutionary reasons prevailing in human bias. As humans have evolved, bias has come in as an important factor in categorizing information to stay safe, make quick decisions find a partner. Now, the world has moved on, but our evolutionary mechanism has stayed in place.

This slide mentions the concept of prejudices and discrimination and how we tend to implicitly associate particular looks of individuals with their other key traits like intelligence or profession.

This slide visually explains the way to bridge the gap between golden and platinum rules for treating others. One can ask polite questions to actually judge where is the gap and how to bridge Some of the phrases that can be used are Can you tell me more I respect your decision and so on.

This slide mentions circle of trust activity for the session D and I. Here, we fill this Circle of Trust to gain the insight that it is always advisable to expose yourself to different types of people, to avoid bias formation and commit mistakes

The slide lets us know that Inclusive Leaders strive to present the formation and perpetuation of biases that disrupt the functioning of companies or organizations. An Inclusive Leader does not wish to be told that there is bias, inherent, in organizations they lead.

This slide mentions components of cognizance trait of an inclusive leader. The components are self regulation and fair play. It also states the process that inclusive leaders should reflect upon and act.

This slide provides main traits of inclusive leaders and their ability to collaborate. The communicate timely, create a line of sight, mitigate negative emotions, etc.

The commitment of Inclusive Leadership is put under the scanner to glean out learnings for us. The components are personal values and faith in D and I business case. It also states what inclusive leaders should reflect upon and act upon considering these components.

This slide provides information about the companys commitment to its employees. It states that the companys responsibility for diversity and inclusion is to better align with people and respect principles enshrined in the Code of Conduct.

These slides contain complete the wheel activity for the diversity and inclusion training session. It makes the group aware of how bias plays a part in how we judge people based on cues like gender, official position etc.

This slide mentions the components of collaboration trait of an inclusive leader. These components are empowerment, teaming up, and voice.

This slide mentions the components of courage of an inclusive leader. The components are humility and bravery. It also states what inclusive leaders should reflect upon and act upon, in view of these traits and commitments.

This slide mentions components of cultural intelligence trait of an inclusive leader. These are drive, knowledge, and adaptability.

This slide mentions components of curiosity trait of an inclusive leader. These are openness, perspective thinking, and ability to handle and manage uncertainty.

This slide explains the meaning of Inclusion. It is the process of ensuring that all people have equal access to opportunities and resources. It also mentions strategies to ensure inclusion in the workplace.

This slide defines sexual bias and sexual discrimination. It also illustrates the how LGBTQ community is treated at the workplace.

This set of slides illustrates the presence of the Confirmation Bias and its impact on office work culture. It also provides information on methods to control or curb this kind of bias. One of the remedies is to conduct recruitment based on standardized questions.

This slide explains the correlation between stereotypes, prejudice, and discrimination. It also delivers details regarding the level at which each of these operate, that is, stereotypes at the cognitive thought or brain, prejudice at affective attitude and likes, dislikes etc. and discrimination at behavioral level.

The slide explains courage as an inclusive leadership trait. It involves challenges, risk taking, recognizing limitations, and learning from mistakes.

This slide showcases gender stereotyping with a man thinking about tools and a woman about makeup.

This slide showcases individuals from different races standing in a queue. It can be used as a cover slide for types of biases.

This slide showcases a cover slide on the diversity and inclusion activity calendar, posters, and mailers.

This slide is a cover slide showcasing a group of individuals discussing a topic.

These slides mention how cultural bias influences the workplace and methods to eliminate it from the recruitment process.

These slides mention how excellence can be achieved using equity, diversity, and inclusion. This set of slides states that diversity and inclusion excellence are means to emerge as an equity minded organization.

We dig deep into Hofstedes Cultural Dimensions theory, as having six main dimensions. These are power distance collectivism vs individualism uncertainty avoidance index femininity vs masculinity short term vs long term orientations, and restraint vs indulgence.

This slide explains how inclusive leaders promote cultural competence. The leaders easily adapt their leadership styles to suit the cultural demands of employees.

The slide highlights few characteristics of an inclusive leader and a key quality in them, curiosity. These are lifelong learners, open minded, engaged in questioning, and make no judgements.

This slide depicts an activity named complete the wheel that the trainer can use during the diversity and inclusion training session.

This slide depicts the digital human brain with multiple interconnections.

This slide explains the ways to report discrimination or harassment in an organization under the D and I diversity and inclusion policy.

These slides include questions for the D and I training session. A trainer can ask these to conduct a discussion in training session.

These slides include a question for diversity and training session that a trainer can use to make trainees aware of their biasedness.

This slide mentions a discussion question on affinity bias that the trainer can use during the D and I training session.

This slide contains a question to conduct a discussion on the topic of inclusive leadership in the D and I training session.

This slide depicts a picture exercise to be conducted by the trainer. It contains a list of questions that can be asked by the trainer in this session.

This slide demonstrates the quantitative data on organizational D and I globally. D and I in organizations across the world is a key indicator of the ground that still remains to be covered. As you can see, 8 of 10 employees feel a lack of diversity at their workplaces.

This slide explains an employee mailer for diversity and inclusion D and I promotion in the organization. The man or woman in the corner room think it is important, so employees will inevitable realize its importance.

This slide presents a poster to promote diversity and inclusion D and I in the workplace. The logo will impact the way teams see diversity in an isolated light, often ignoring the person, and burying him or her under notions and hearsay.

This slide presents a poster to promote diversity and inclusion D and I in the workplace. The logo will impact the way teams see diversity in an isolated light, often ignoring the person, and burying him or her under notions and hearsay.

This slide represents the D and I data for various job profiles such as Top Executives, Senior Managers, Managers, Professionals, and Support Staff in the USA. It is important to know what message data gives us on the extent of D and I implementation across US organizations and their comparison with the world.

This set of slides includes questions that a trainer can use to conduct discussion in the diversity and inclusion training session.

This side mentions the learning agenda of D and I training program to provide holistic view of curriculum.

This slide mentions details regarding roles and responsibilities of the Diversity Council. It also states its hierarchical order, which is the chair, chief executive officer, senior leadership, senior managers, vice chairs of ERGs, and selected and enrolled members.

This slide depicts a diversity council meeting in progress with male and female employees sitting around a round table.

These slides inform that attribution bias can cloud judgment and lead to errors in understanding a situation. The set of slides also highlights techniques to minimize it.

This slide showcases an employee mailer poster for diversity and inclusion D and I awareness in the workplace. The benefits mentioned are happier employees, growing culture, new knowledge, increased production, and greater diversity.

We study and full understand the meaning of Employee Resource Groups ERGs. ERGs are employee groups formed voluntarily by the company and are devoted to promoting a diverse and inclusive work environment within the firms purpose, values, business practices, and objectives.

This slide highlights diversity at the workplace with employees from different races holding hands.

This slide showcases employees discussing strategies to make the workplace more inclusive.

This slide showcases a vector that depicts the evolution of human beings.

This slide explains the process model of diversity showing the dimensions that diversity can assume as it gets more common. The major dimensions are Interpersonal Processes and Group Dynamics Task oriented processes and Decision Making, with the expected outcomes, interpersonal processes and group dynamics, task-relevant processes and decision making, and the expected outcomes.

This slide explains the meaning of disabilities accommodation, along with its characteristics and provisions.

We get to know the four layers of diversity that are Personality, Internal Dimensions, External Dimensions, and Organizational Dimensions. All these dimensions then tend to assimilate together at the workplace, in the form of affirmative action etc.

This slide illustrates the framework the formation of a Diversity Council at the workplace. The major components of the framework are strategic focus areas, initiatives undertaken, and outcomes.

This slide showcases a cover slide for golden and platinum rules of behavior with a balance scale.

This slide explains the golden and platinum rules of treating behaving. The golden rule stresses on treating others the way you want to be treated. The platinum rule says that treat others in the way would like to be treated.

This slide covers Reasons how contrast bias affect the hiring process and ways to avoid it at the workplace.

This slide covers Reasons how contrast bias affect the hiring process and ways to avoid it at the workplace.

This slide mentions the biological reasons behind bias formation in individuals. If we our bodies and mind did not have a pattern detecting mechanism to make sense of the world, we will be in a perpetual state of confusion. In bias, the problem is that we get the pattern right, but make erroneous conclusions based on it. Well dressed means educated fat means lazy and so on