Course

This slide showcases the golden and platinum rule. It states that golden rule is self-centered, while the platinum rule also considers the feelings of others when we choose the way to behave

Here, we get a brief introduction to the concept of belonging. It states that it is a combination of diversity, inclusion and equity.

This slide explains the meaning of prejudice. It means having a positive or mostly negative attitude towards an individual belonging to another group. Prejudices are formed not due to ones own experiences. In fact, it is a prejudgment originating outside our own actual experiences.

These slides showcase that an individuals background and life experiences create a story and lead to biases.

This slide mentions an exercise to be conducted by the trainer with the attendees.

This slide mentions an exercise to be conducted by the trainer with the attendees.

This slide is a cover slide for a picture exercise.

The four pillars framework of D and I is discussed here, with the broad area being engaging and sustaining D and I, and then bringing accountability and metrics to their implementation. The four pillars are Retention and Advancement, Leadership Commitment, Recruitment, and Inclusive Culture.

This slide illustrates the activity calendar to promote diversity and inclusion. The activities are mentioned on quarterly basis.

This slide explains the policy statements and requirements for diversity and inclusion. A standard document states that the company appreciates and supports their workers diversity in age, ethnicity, gender, gender identity or expression, sexual orientation etc.

This slide mentions the significance of diversification in organizations. It states that DIBE allows the firm to seek the most talented individuals, regardless of differences, and also increases employee engagement.

This slide presents a poster to spread awareness about cultural diversity World Celebration Day.

This slide showcases a meme collection on how the prejudices cause in and out group formation. People dissimilar to the dominant group are simply excluded, based on the simplest of presumptions like not wearing the same dress or being different in appearance.

This slide provides information on prerequisites for the success of diversity council. The requirements are complete and always-there support from senior leadership, inclusion of members from diverse cultural backgrounds , and clear linkages with the overall business strategy.

This slide lists precautionary measures to eliminate workplace discrimination. These are developing written policies, putting in place a protocol to hear complaints and adequate and up-to-date training for employees and supervisory staff.

This slide describes primary and secondary dimensions of diversity. Primary dimensions of diversity are income, age, gender, etc. Secondary dimensions, however, are those relate to family status, work styles, demographic location, etc.

From this slide, we learn of important initiatives that help organizations promote DIBE. The steps are dont concentrate on a single group, examine your job description once again, use social media to showcase your diversity, consider alternatives to the entrenched traditions, if needed, broaden your horizons, and accept diversity in your present workforce.

This slide provides information regarding the purpose and definition of D and I policies in the organization. It states that respecting diversity and inclusivity is a competitive advantage

We list out the reasons for the WHY of bias. These are related to evolution, the way our body is designed, the culture we grow up in and individual experiences.

This slide explains the concept of equality and equity in brief. It states that equality is focused on a person or individual having access to the same opportunities or resources. On the other hand, equity is concerned with treating people differently based on their needs.

This slide explains religious accommodation and how to request it in an organization under the ERGs.

This slide covers the responsibilities and eligibility criteria for managers in respect to employee resource groups ERGs.

This slide mentions various responsibilities on the part of managers. Managers and workers are responsible for creating a work environment free of all types of discrimination and harassment. They are also responsible for recognizing inappropriate conduct and acting quickly and appropriately.

This slide explains the role of employees in implementation of D and I Policy. It specifically mentions that all individuals must show inclusive behavior at work and all employees must attend yearly awareness development programmes.

Here, we know about the RACI matrix for the Diversity Council. RACI stands for Responsible, Accountable, Consulted, and Informed.

This slide provides five major quantitative figures to prove that rich D and I indeed means good business. The most powerful, example, perhaps, is that diverse and inclusive businesses capture new markets 70 percentage more successfully.

This slide aims to provide details concerning the cultural groups that impact the opinions of an individual. Few groups are regional cultures, organizational cultures, peer groups, spiritual and religious institutions, socioeconomic cultures, and media.

This Slide Mentions The Scope Of D And I Policies. It States That D And I Is Applicable To Employes, Consultants, Agents, Representatives, Contractors, And Contract Workers Who Operate On Companys Behalf.

The slide mentions the three main signals that indicate inclusive leadership commitment. These are fair play, belongingness, and combining intellect and emotions.

This slide lists how employees can request a disability accommodation from their manager or human resources.

This slide lists the consequences of stereotypes at the workplace. Some of the consequences of workplace stereotypes are conflicts, low morale, poor employee retention and litigation.

This slide mentions the various sections covered in the Session Types of Bias. These are confirmation bias, affinity bias, beauty bias, conformity bias, contrast bias, gender bias, sexual bias and misconceptions, attribution bias, halo effect, horns effect, cultural bias, key takeaways, discussion questions, and lets test what we have learnt.

This slide mentions the various sections covered in the Session Understanding DIBE. These are diversity, inclusion, equality and equity, belonging, how DIBE affects the business, benefits of DIBE in the workplace, how can you get there, a process model of diversity, primary and secondary dimensions, 6 questions approach to understand cultures or Hofstedes cultural dimensions, 4 dimensions approach, achieving excellence through equity, diversity, and inclusion, and key takeaways.

This slide mentions the various sections covered in the Session Understanding DIBE. These are diversity, inclusion, equality and equity, belonging, how DIBE affects the business, benefits of DIBE in the workplace, how can you get there, a process model of diversity, primary and secondary dimensions, 6 questions approach to understand cultures or Hofstedes cultural dimensions, 4 dimensions approach, achieving excellence through equity, diversity, and inclusion, and key takeaways.

We expand and integrate our knowledge of Hofstedes six cultural dimensions, with examples of each.

This slide provides information regarding individual leadership traits that help to lead self. These are self awareness, ability to develop trust, willing to delegate your authority and embracing change etc.

This slide explains the things that inclusive leaders should avoid. It states that they should avoid hard questions and truths, making performative statements, hiring for culture fits, asking Blacks, Indigenous and People of Color BIPOC employees to retell their struggle, etc.

This slide illustrates a vector with two individuals brainstorming with each other.

This slide illustrates multiple forms of unconscious biases in the workplace using a flowchart. Some of the biases studied are affinity bias, beauty bias, conformity and contrast biases, gender bias, halo and horns effect, cultural bias, confirmation bias etc.

This slide showcases a cover slide for diversity, inclusion, belonging, and equity DIBEs.

This slide represents ways to eliminate prejudices in the workplace. These are conducting counseling sessions, using inclusive language, encouraging employees to share feedback, and continuous education of employees.

This slide depicts a woman who is wondering if she is biased or not.

Key characteristics of an inclusive leader are studied here. A few of them are cognizance, curiosity, cultural intelligence, collaboration, commitment, and courage.

This slide explains the consequences of affinity bias in the workplace. Few points showing the impact of affinity bias are poor judgment and assumptions resulting in poor decision-making, etc. The process that is most impacted is recruitment, as affinity does influence the interviewers judgment.

This slide explains how beauty bias influences the hiring exercise. It also provides the ways to manage it in the workplace.

This slide mentions how cultural bias influences the workplace and methods to eliminate it from the recruitment process. To tackle cultural bias, it is best to have anonymous resumes coming through to a business. Diverse interview panels also need to be created to fight this bias.

We learn here Horns Effect, the exact opposite of the Halo Effect studied previously, predisposes us to dislike individuals because of the way they look, dress or behave. Even an odd mannerism is enough for us to accentuate the Horns Effect

The slide is meant to inform all those in attendance that attribution bias can cloud judgment and lead to errors in understanding a situation.

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