Railway Track

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This slide mentions how excellence can be achieved using equity, diversity, and Inclusion. It states that diversity and inclusion excellence are means to emerge an equity minded organization.

This slide lists six major damaging consequences of workplace discrimination. These are poor employee engagement and satisfaction decline in morale health concerns in employees companys poor reputation financial loss, and litigation.

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

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.

This slide depicts the digital human brain with multiple interconnections.

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 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 showcases employees discussing strategies to make the workplace more inclusive.

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

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 lists the points showing the positive impact of DIBE on businesses. It enables the business organization carry a broad range of experience to handle any situation helps business outperforms others by 35 percentage, opens doors by bridging linguistic barriers, and promotes creativity and inventiveness, etc.

This slide explains how the inclusive leader leads others. He uses ways like team building, relationship management, communication skills, talent optimization, etc.

This slide illustrates the expected outcomes from the inclusive leadership competency model. These are cultural responsiveness, change management, global intelligence, and strategic thinking.

This slide explains the competency model of Inclusive Leadership. The four key aspects of Inclusive Leadership are respect for the Self and the ability to lead others to drive the needed results. A trusting nature and the ability to delegate are real necessities for the self.

This slide explains the concept of accommodation along with a few examples. A reasonable accommodation does not impose an excessive burden on the firm or represent a severe risk to the qualified individuals or anyone elses health

This slide explains the meaning of confirmation bias and says that as human beings we always fall prey to Comfortable Lies than Unpleasant Truths.

This slide explains the meaning of cultural conditioning. We learn about the five steps that mark the cultural conditioning process, which are Imitation, Reinforcement, Internalization and Spontaneous Manifestation.

This slide explains the concept of discrimination along with the most common types of workplace discrimination. This extreme form of biased behavior happens on the basis of race, disability, pregnancy, gender, age, sexual orientation, and parental status.

This slide mentions the everyday use cases of stereotyping. These are racial profiling, gender profiling, cultural profiling, groups of individuals, and sexual stereotypes.

We learn that cultural bias, essentially unstated presumptions, made about people based on their native place, religion or culture is a big source of misunderstanding. It manifests in simmering anger and resentment from those at the receiving end, sometimes ending up in premature resignation

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.

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.

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

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 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.

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