Training Slides

Presenting Norms on Sexual Harassment and Bullying in Organizations. This slide is well crafted and designed by our PowerPoint specialists. This PPT presentation is thoroughly researched by the experts, and every slide consists of appropriate content. You can add or delete the content as per your need.

This slide illustrates benefits of ERGs to the company as well as the employees. ERGs can offer cultural expertise to its employers, allowing it to enhance recruiting practices and retention.

This slide lists major consequences of prejudices at the workplace that are formation of ingroups and outgroups, poor mental health, creation of stigma, and passive aggressive behavior from the staff.

This slide explains in brief few methods used to combat stereotype threats at workplace. The methods are lookout for undermining signals, re-allocating tasks, sharing diversity-rich content, and implementing policies focusing on equality at workplace.

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 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 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.

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 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.

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 uses an illustration to make each of us realize that no one is free of bias we may be unique in our biases, but the affliction is omnipresent.

This slide lets us in on the secret that recruiters tend to look for the Halo effect in candidates during recruitment this then skews the field for other candidates who may be more coincidentally good at their work

This slide illustrates the influence of inclusive leadership on organizations. These are able to achieve set final goals, improve the overall performance, more likely to innovate, and achieve business outcomes.

This slide defines and explains sexual bias that prevails across all workplaces. It lists steps that a leader must initiate to make a workplace that is comforting for LGBTQ community, without discomforting anybody else.

This slide explains the meaning of the term diversity as an entire spectrum of differences that make us unique individuals. It states that diversity is apparent and easily observable in gender, education, age, physical traits, and culture.

This slide mentions the key takeaways from the session D and I Policy Inclusive Leadership. It also mentions the key traits on an inclusive leader. We will also do well to remember the Golden and Platinum Rules of Behavior here.

This slide illustrates a tongue in cheek example of an old man being told how valuable his age and experience is, but the organization will still go ahead and hire an youngster.

This slide illustrates memes explaining prejudices at office. The major one is in recruitment, where age, an irrelevant factor, becomes a major determinant of who is hired or nor hired.

This slide explains the Parasympathetic and Sympathetic Nervous System PNS and SNS in humans. It also provides information on the functions of the PNS and responses of SNS in our human automatic nervous system.

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

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 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.

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.

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.

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.

The slide mentions details about the limbic system of the human brain. Amygdala, an almond shaped organ in brain controls how we react and process emotions as it is faster than the thinking brain. It also stores what it learns leading to the formation of bias to ones emotional experiences

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.

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 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.

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 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 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 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 covers the introduction to affinity bias and its impact on the recruitment process. Affinity bias impacts recruitment in quite a substantial manner, as interviewers tend to favor candidates from their city, college etc. Even the interviewer might not be aware of this bias, but it exists and impacts the fairness of any recruitment process.

This slide introduces the attribution bias using examples. It illustrates how the same event is explained or attributed in starkly different ways depending on who was the central character. We usually attribute our failures to causes outside, while success is always the product of out internal genius or hard work.

This slide mentions the meaning of beauty bias found in the workplace along with suitable examples. Beauty bias means workplace bias that comes to the fore, based on physical attributes. This explains why we have the less attractive women bagging a truck drivers job, and disproportionate number of taller CEOs in companies, than their percentage in the population.

This slide contrasts, graphically, the gender and ethnic diversity in the US and across the world the talking point that emerges is that skin color results in a pay difference of as much as 25 percentage. Something we should all ponder over.

This slide mentions the details about oversight and administration of D and I policy. D and I officers are in charge of enforcing this policy and general monitoring and governance of the ERG. The goal of an ERG is not to represent or serve as an employee advocacy group on employment terms and conditions.

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.

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 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

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.

In this slide, we learn about gender bias, and how prevalent it is in societies all around the world. This translates into less than optimal recruitment processes and stereotyping.

In this slide, we study that stereotype is a fixed and oversimplified image about a particular person or thing it is a belief and develops as it helps us go through the day wit easy categories that we build up.

Presenting training deck on Impact of Poor D and I Policies on Organization. This deck comprises of 84 slides. It explains the concept of the long-term impact lack of D and I practices on business. It also contains a case study, key takeaways, discussion questions, and MCQs related to the topic. Further, it includes energizer activities and a proposal for client training services. This PPT presentation is thoroughly researched by the experts, and every slide consists of appropriate content. Each slide is well crafted and designed by our PowerPoint experts. All slides are customizable.

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