About the course
According to Harvard Business Review’s The Key to Inclusive Leadership, although there are many factors that affect how people feel included, such as an organization’s mission, policies, and practices, the biggest influence is from what leaders say and do. So how can we as individuals impact our organizational culture? One important way is to demonstrate visible awareness of bias. In this seminar, by employing a research-based approach, you will learn how to facilitate a positive culture of diversity, equity, and inclusion.
Benefits of attending this online course
By the end of this seminar, you will be able to:
Identify and discuss different types of implicit or unconscious biases. Examine how implicit or unconscious biases influence attitudes and behaviors at work. Use research-based strategies that reduce the influence of implicit biases (reducing discrimination); enable improved decision-making processes; and bolster individual, team, and organizational outcomes. Communicate thoughtfully about diversity topics to build a positive, inclusive culture within your team and your organization.
Inclusive Leadership content overview
Research suggests that all employees thrive when their leaders emphasize multiculturalism and create inclusive workplace cultures. However, leaders’ implicit or unconscious associations can sometimes negatively influence their attitudes and behaviors, creating unintended, negative consequences for diverse employees, and undermining both the organization’s DE&I goals and its financial performance. We will discuss how organizational leaders and supervisors can systematically utilize decision-making tactics that will help build an inclusive culture that leads to overall success.
In this seminar, we will address:
- Definition of and research on implicit biases
- Research-based outcomes in the workplace
- Diversity Inclusion Case discussion
- Strategies to intervene when you witness bias-related events
- Inclusion tips
- Communication to workgroup members – and what communications are most effective
- Base decisions on quantitative information – helping to remove bias
- Transparency regarding diversity goals—increasing the likelihood of achieving those goals
- Design accountability mechanisms – for each level of the organization
Education PhD Tulane University (2003) BA University of Texas (1997) Academic Expertise ethics organizational behavior Current Research Ethical Decision Making, Organizational Justice, Diversity Issues Positions Held At the University of Washington since 2011 Associate Professor at Texas A...
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.