Comprehensive course analysis
Who should attend
Although there are no formal education or background requirements, this course is designed for executives who meet the criteria below. While we strongly encourage global participation, please note that all courses are taught in English. Proficiency in written and spoken English is required.
About the course
In today’s rapidly changing global economy, companies with the best talent are at a competitive advantage -- and that talent is increasingly diverse in many dimensions. According to a 2019 McKinsey report, women and people of color hold 65% of entry level positions, but their numbers decrease at every successive level across sectors. For example, in financial services, only 2.4% of executive committee members, 1.4% of managing directors, and 1.4% of senior portfolio managers are black. Women, who have been over half of college graduates in the U.S. for over 30 years, are still only 21% of C-suite executives. Lack of diversity above the entry level creates an expensive revolving door and limits the firm’s capacity for innovation and creativity. Research shows that, in order to maintain a diverse leadership pipeline and inclusive work culture, frontline managers are key. Yet most companies do not help managers develop the skills they need to lead a diverse team in an inclusive way.
This course is designed to address this gap and help develop the skills needed to become a more impactful frontline manager and leader. Participants will develop an inclusive leadership mindset, with a focus on working with others across differences of multiple types, including gender, race, ethnicity, sexual orientation, disability and age. The course examines how to surmount the negative impact that implicit bias can have on performance, team dynamics and efforts to create inclusive environments. Through self-reflective exercises, interactive sessions and group work, the course will move from building awareness of practices that foster diversity and inclusion, to helping participants create an inclusive leadership plan that results in stronger teams and organizations.
- Become aware of the implicit assumptions you are making about individuals – their identity, their aspirations, their potential – and how to move past assumptions to understand difference.
Business Case for Diversity & Inclusion
- Understand how diversity and inclusion will improve your team’s performance and give your company a competitive advantage.
Your Inclusive Leadership Plan
- Develop your own 6-month inclusive leadership action plan, which will begin on your first day back in the office and will serve as a roadmap for creating diverse, inclusive and effective teams within your organization.
Session 1: Understanding Difference
- Making the invisible visible: understanding your implicit associations and biases
- Social identity and in-group preference
- Covering: underplaying aspects of your identity for fear of stigma
Session 2: The Impact of Difference on Talent Decisions
- Impact on hiring
- Impact on career development
- Impact on promotion and assessment of potential
Session 3: The Business Case for Diversity
- The link between diversity and innovation
- The link between diversity and reputation
- Winning the war for talent
Session 4: The Business Case for Inclusion
- The link between inclusion and employee engagement
- Mitigating the risks and costs of exclusion
- Reaching new markets
Session 5: Identifying & Embodying Inclusive Leadership
- The traits of inclusive leadership
- Inclusive leadership scenario and discussion
- Your experience with inclusive leadership
Session 6: Understanding Your Context
- Where is the support for inclusion in your organization?
- What are limiting assumptions?
- Who are your role models for inclusion and why?
- What is your inclusive leadership challenge?
Session 7: Asserting Your Leadership: Creating Your Inclusive Leadership Plan
- Defining and sharing your vision
- Building trust, fostering collaboration
- Encouraging honest feedback, enabling your team
- Building and connecting to allies
- Making decisions differently, holding yourself accountable
Session 8: Sharing and Refining Your Inclusive Leadership Plan
- Identify how you will measure progress
- Get feedback from others in the course
- Refine and finalize your plan
Anne Weisberg is Director of the Women’s Initiative at Paul, Weiss, Rifkind, Wharton & Garrison, LLP, where she is responsible for designing and implementing a gender strategy that fosters a high performing, inclusive work environment for all. She is also an adjunct professor of management at...
Linda Basch is an Adjunct Professor of Management and Organizational Development at New York University’s Stern School of Business where she teaches about inclusive leadership, an Athena Leadership Fellow at Barnard College and a Consultant with the University of North Carolina’s Center for Facul...
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Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.
We are happy to help you find a suitable online alternative.