IDI: Foundation to Inclusion

Learning Objectives

• Why inclusion prepares the way for diversity
• What Denial, Polarization and Minimization look like within teams/organizations and how it they negatively impact inclusion efforts, decreases engagement, productivity, revenue and threaten well-being
• Strategies to recognize and challenge monocultural and minimization mindsets

Learning Outcomes

• Participants are better equipped to recognize and challenge monocultural mindsets, behaviors, and policies that hamper inclusion efforts

Course Description 

This training makes room for honest reflection for participants regarding their department/organization’s current state of affairs and strategize ways to address the participant’s own limiting beliefs, values, and behaviors that disengage employees leading to turnover, quiet quitting, and minimalized workplaces. Inclusion goes beyond race, gender, and age. Employees want a seat at the table. This training will help participants to welcome them all by understanding who they are and their contribution to the current environment. 

The problem with diversity is that having different people in the room does not automatically create an inclusive workspace. If thought has not gone into the importance of inclusion and what it means to all people, diversity efforts will be for naught. Some departments, organizations, policies, and unspoken rules are the antithesis of inclusion and some leaders are blind to that reality. 

This training asks the participant to identify the types of thoughts and behaviors that lead most organizations to dwell within the minimization mindset. Minimization demands that everyone think, act, and behave the same. Why? Because it’s easier, but “easy” comes at a cost- less revenue, innovation, and employee satisfaction. The question that must be answered is, if inclusion is truly important, what are the current values, beliefs, and expectations that conflict with this new priority?

Through case studies, participants will examine examples of change resistance and conflict avoidance to enable them to understand the traps of a minimized organizational culture. They will learn that minimization is a result of fear and allegiance to the status quo. They will learn that it’s their role as leaders to figure out what those fears are and address them to open the way to real dialogue and action that challenges exclusionary cultural mindsets. 

This training will focus on subjective aspects of culture like values, beliefs, perceptions, and behavior. The IDI measures the degree of subjective cultural competence. How does one’s culture affect relationships with power, achievement, risk, expression, trust, communication, bias, and behavior, and the ultimate impact on the level of inclusion experienced departmentally and organizationally?

Prerequisite- Participants must complete the IDI assessment prior to admission.

Delivery

• Virtual
• In-class

Session Format

• 2 hours

Audience

• Human Resource Managers and Teams
• Managers
• Leadership Teams
• Sales Tea