Professional Development Workshops & Training
WHY PROFESSIONAL (EMPLOYEE/WORKFORCE) DEVELOPMENT?
Diversity, equity, and inclusion no longer mean meeting hiring goals, but creating an environment that breeds success, strength, and safety for all people within an organization. The National Institutes of Health defines diversity as “The range of human differences, including but not limited to race, ethnicity, gender, sexual orientation, age, social class, physical ability or attributes, religious or ethical value system, national origin, and political beliefs.”
Equity means acknowledging the historical and systematic barriers minorities face and actively eliminating those barriers within their organization. Inclusion is the act of hiring groups traditionally excluded and marginalized without doing so for monetary benefit.
When companies invest in diversity, they also invest in new ideas, goals, and ways to grow talent. The benefits of a diverse workforce go beyond political correctness. Bringing in people with different backgrounds and perspectives can lead to better decision-making, greater innovation, and higher engagement in the workplace. It may also improve a company’s reputation and make it easier to attract top talent.
Creating a diverse workforce isn’t just about recruiting from outside the company; it’s also about recruiting from within. By ensuring that employees from underrepresented groups have ample professional development opportunities, organizations cultivate an engaged and highly skilled workforce that can be tapped for future leadership opportunities. It really comes down to answering a simple question that if after an organization hires people from underrepresented backgrounds and they are performing, what is the organization doing with this talent now that they are part of the workforce.
Employee Development — often referred to as Professional Development or Workforce Development — encompasses any professional training or continuing education that an employer facilitates in order to support workers in furthering their career. Professional Development of employees is a people-first approach to upskilling employees for long-term success. The aim of employee/workforce development is to foster prosperity for individuals, communities, and businesses. In practice, workforce development means offering your employees training, development opportunities, and continuing education programs to maximize their job success.
Prioritizing workforce/employee development ensures that team members’ skills evolve in accordance with industry trends and best practices. Employers who invest in additional education that complements an employee’s career trajectory can see higher retention rates, more engaged staff, and greater revenue. They help their employees hone strengths and grow skills, which better equips them for their current roles. This adds more value to the work they do and directly benefits the business. Making learning and development a focus of the company culture helps improve employee engagement, increase retention, and attract elite candidates. Organizations that enact professional/employee/workforce development programs view employees as assets, and offering a variety of training opportunities widens the scope of their contribution to the organization.
Strong leaders can supervise and effectively manage their teams, but Diversity, Equity, Inclusion, and Belonging (DEI&B) are also critical to leadership development. Leaders that can understand differences, create access and opportunities, and help people cultivate a keen sense of belonging within an organization are able to lead their teams more effectively and benefit the organization. This training combines innovative approaches to leadership development and team building with critical concepts and best practices related to integrating DEI&B into the structure of the organization and the way senior leaders work effectively with their diverse teams.
This leadership workshop can be delivered in-person or virtually. Live recordings of the in-person workshops are not recommended and require prior approval from the Consultant. If a recording of the training content is desired, we can provide a customized asynchronous video of the training for an additional fee. The following topics are recommended for senior leadership in the organization to maintain compliance with corporate liability guidelines, to help them promote the organization’s commitment to EDI, and to foster an inclusive culture for employees. Overall Recommended Time Commitment: 5-8 hours in one full-day or two half-days
Exploring the different types of diversity
Individual identity versus social identity
Small Group Activity: Identity Wheel
Equality vs Equity
Self-Reflection & Group Share: Ways to Create
Equity within Your Leadership Purview in the Organization
Cultural awareness and building inclusion
Understanding the importance of belonging
Exploring important DEI&B terminology. Small Group Discussions & Activities
Defining unconscious bias
Several Small Group and Large Group Activities: Exploring biases and unpacking assumptions and stereotypes
Exploring the different forms of unconscious bias. Matching Game: Types of Bias
Understanding the negatives impact of bias in the workplace. Case Study Review: Bias in the Workplace
Mitigating the negative impact of bias in the workplace
Defining and recognizing microaggressions. Large Group Activity: Unpacking Hidden Biases
Understanding the hidden biases and negative impacts of microaggressions
Small Group Activity: Exploring Microaggression Examples
Conflict Management & Crucial Conversations
Responding to microaggressions effectively
Small Group Activity: Response Strategies & Practice Sessions
Defining and breaking down the misconceptions around privilege
Large Group Activity: House of Cards Game
Exploring the different forms of privilege. Small Group Activity: Exploring Privilege Examples
Understanding the situational and complex nature of privilege
Using privilege to elevate those without privilege and to address systemic bias and barriers. Self-Reflection & Group Share: Ways to use your privilege in your leadership role
Using Fundamental Human Rights Legislation as an EDI Framework
Leveraging Organizational Policy. Small Group Activity: Organization Policy Exploration
How to be an effective ally
Leadership Accountability and Culture Impact
Small/Large Group Activity: Allyship Scenarios & Practical Application of EDI knowledge
Recognizing and avoiding performative allyship
Moving from ally to accomplice to co-conspirator
The final curriculum can be adjusted to meet the exact goals of the organization as needed during final negotiations and planning. Additional topics and/or activities can be incorporated as requested.
Evaluation Plan: A pre-test and post-test evaluation can be distributed to all attendees to accurately assess the effectiveness of each portion and to track the organization’s progress on their EDI learning objectives. The Consultant will work with the organization to develop the evaluations to ensure that the assessment is tracking the knowledge and skills that best align with their goals.
We are all functions of the system that we live in; a system that has taught us how to think about ourselves and others, how to interact with others, and how to understand what is expected of us. These thought processes and expectations are based on the specific set of social identities we were born into that predispose us to unequal roles that allow us to access (or deny access) to resources. This workshop is designed to provide a basic overview of important considerations related to Diversity, Equity, and Inclusion. It provides participants with the fundamental building blocks about diversity, equity, inclusion, and belonging (DEI&B). Participants will engage in reflections and discussions that will allow them to explore terminology and practical application skills. Concepts include: • Diversity • Equality/Equity • Inclusion/Belonging
What is Diversity? What is Identity? (Encourage a broad scope)
What identities do you have? (Think, Pair, Share activity)
What is authenticity? (Brainstorm, then small group share)
Tips for Living Authentically:
What is your WHY?
Speaking your truth (in healthy ways)
Techniques for organizations to promote authenticity (Small group breakouts to brainstorm ideas)
Names & Pronouns
Neutral & welcoming language
Cultural Competency vs Cultural Humility
Sharing individual stories
Encourage open and honest dialogue.
Welcome diverse perspectives
Trust is fundamental to establishing meaningful and productive professional and personal relationships. Learn the step-by-step process to understand gaps in trust and how to build trust through conversations effectively.
Defining and breaking down the misconceptions around privilege Large Group Activity: House of Cards Game Exploring the different forms of privilege Small Group Activity: Exploring Privilege Examples Understanding the situational and complex nature of privilege Using privilege to elevate those without privilege and to address systemic bias and barriers Self-Reflection & Group Share: Ways to use your privilege in your leadership role.
Being an inclusive leader
· Qualities and attributes of an inclusive leader
· The inclusion continuum – moving from aware à active à advocate.
· Introduction to being a leading ally.
· Actions that inclusive advocates take.
· How to have those “tough conversations”
Deeper dives into cultural competence and courage can also be added (in surveys these are the two areas most people find the most challenging)
Building your action plan
Using Fundamental Human Rights Legislation as an EDI Framework Leveraging Organizational Policy Small Group Activity: Organization Policy Exploration How to be an effective ally Leadership Accountability and Culture Impact Small/Large Group Activity: Allyship Scenarios & Practical Application of EDI knowledge Recognizing and avoiding performative allyship Moving from ally to accomplice to co-conspirator
Participants explore the many facets of identity from race to sexual orientation to gender and even spirituality, and the ways that they connect and overlap. We will discuss the aspects of our identities that seem to appear on the surface and challenge the ways that we often unknowingly create assumptions about people’s experiences. The facilitator will share about own life journey and invite participants into reflections about where power and privilege lives in our society, and what we can all do to create more just and equitable working environments.
Unconscious bias is not only an individual phenomenon … it can also impact and be imbedded in organizational processes. This workshop explores and unconscious bias can impact:
- hiring / recruiting
- work assignments
- talent development / promotions
- client interactions
And then reviews practical steps to address these areas.
Unleash the true potential of Employee Resource Groups (ERGs) as powerful drivers of diversity, equity, and inclusion. Discover proven strategies to cultivate inclusive cultures, amplify employee voices, and leverage ERGs to foster organizational change.
Discover the power of intersectionality in driving innovation and impact within organizations. Explore the interconnectedness of multiple dimensions of diversity, and learn strategies to harness diverse perspectives, foster inclusive cultures, and unlock the full potential of teams and organizations.
Explore the role of authentic leadership in driving meaningful change through DEI and CSR initiatives. Gain insights into aligning personal purpose and values with organizational impact and discover strategies for becoming an influential and ethical leader in promoting diversity, equity, and inclusion and corporate social responsibility.
Explore how empathy can be harnessed as a driving force for fostering inclusive and diverse organizational cultures. Gain insights into empathy-building techniques, develop strategies for cultivating empathy within teams, and learn how to leverage empathy to drive sustainable business outcomes and social impact.
Strong leaders can supervise and effectively manage their teams, but Diversity, Equity, Inclusion, and Belonging (DEI&B) is also critical to leadership development. Leaders that can understand differences, create access and opportunities, and help people cultivate a keen sense of belonging within an organization are able to lead their teams more effectively and benefit the organization. These leadership trainings combine innovative approaches to leadership development and team building with critical concepts and best practices related to integrating DEI&B into the structure of the organization and the way managers work effectively with their diverse teams.
These sessions are best suited for supervisors and managers that are not part of the C-Suite and/or senior leadership team. The middle-level management staff are critical to the success of DEI&B efforts in an organization. Employees are only able to apply the knowledge they gain from DEI&B training and programming when they have support and encouragement from their direct supervisors. These sessions bring together the important stakeholders across the organization to ensure that they understand the necessary DEI&B concepts and how to best support their staff’s engagement in the organization’s efforts.
Simply avoiding racist behaviors, aka being non-Racist, is not enough to promote an authentic sense of belonging for people of color. Being Anti-Racist goes beyond individual interactions and focuses on the organization structures and systems that actively disadvantage people of color and other marginalized and minoritized communities. This workshop provides participants with the opportunity to examine instances of racial bias and discrimination to begin unpacking the roots of those prejudices and assumptions. Participants also explore the differences between individual oppression and systemic oppression while working to develop strategies for identifying and actively dismantling oppressive systems within the organization. Understanding bias, systemic oppression, privilege, effective allyship, and more are all part of developing an Anti-Racist framework that can be applied throughout an organization to help remove barriers that negatively impact employees with various marginalized identities.
Explanation of why many DEI efforts fail
How Multiple Identities Influence Our Life Experiences
Racism’s legacy is complex, brutally ugly, deeply personal, and yet to be truly reckoned with, especially in the workplace. To move toward racial equity, organizational culture must prioritize humanity. Let us explore what it truly takes for companies to recruit and retain the thriving, diverse workforce that leaders and customers want — and need — in the next decade, and beyond.
Everything that occurs in the workplace is the result of a decision; the good, the bad, and the ugly. Using equitable decision-making shatters racial inequities in your workplace, specifically those that support and invest in the careers and well-being of your Black employees.
Nothing is worse than a broken promise. From childhood to now, you can remember when you never received something you were “guaranteed.” The same is with ensuring that your core values and goals align with the decisions and behaviors that are demonstrated toward making the work environment the most diverse, equitable, and inclusive place it can be. Let us explore how we can put our resources, time, and effort behind our words.
Empathy is essential for building strong relationships, both professionally and personally. It enables us to step in some other person’s shoes and see the world from the other person’s perspective instead of one’s perspective and connect with them on a deeper level. Empathy paired with mindfulness allows us to resolve conflicts and create a more positive and supportive workplace culture.
The goal of this workshop is to provide participants with an initial understanding of DEI&B concepts, so they may participate in additional workshops that allow for deeper exploration and more specialized topics.
This training is an introduction to understanding and mitigating the impact of unconscious bias in the workplace. Participants will engage in activities, reflections, and discussions that will allow them to explore terminology and practical application skills. Concepts include: • Reviewing DEI&B • Exploring the origins of preferences and assumptions • Defining stereotypes • Defining unconscious bias• Understanding the different forms of bias The goal of this training is to provide participants with an initial understanding of unconscious bias, so they may participate in additional DEI&B workshops that allow for deeper exploration into mitigating the negative impact of bias in the workplace.
This training is an introduction to addressing biases and recognizing and responding to microaggressions. Participants will engage in activities, reflections, and discussions that will allow them to explore terminology and practical application skills. Concepts include: • Reviewing Unconscious Bias • Understanding Intent vs Impact • Defining Microaggressions Exploring Examples of Microaggressions • Recognizing and Responding to Microaggressions The goal of this training is to provide participants with an initial understanding of microaggressions, so they can apply those skills in future DEI&B trainings about using your privilege and being an ally.
This diversity, equity, inclusion, and belonging (DEI&B) interactive workshop provides the fundamental building blocks for understanding allyship. This can be used as a broad overview of the concepts listed above or it can be used to pull the information together from the first four training courses to begin to practically apply the information. Concepts include: • Reviewing DEI&B, Unconscious Bias, Microaggressions, & Privilege • Practicing How to Use Your Privilege to be a Good Ally • Understanding the Importance of Education and Avoiding Tokenism • Reflecting on the Difference between Active Listening and Empathic Listening • Practicing Responding to Microaggressions Effectively • Understanding the Importance of Active Allyship •
The goal of this training is to provide participants with an initial understanding of allyship, so they can apply those skills in DEI&B training that dive into more complex topics.
For the first time in history, five generations are working side by side and contributing to a diverse workforce – Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Research shows that reported incidents of employees experiencing offensive comments and generation-based microaggressions are increasing. While each generation has its own influences and group attributes, it is important to remember that someone’s generation is just one part of their identity. This training will discuss workplace strategies that help work across diverse preferences for collaboration, working style, communication, and more.
This workshop highlights the importance of employee resource groups (ERGs) and the value they bring to an organization’s employee success and retention efforts. This is a great workshop for participants who want to start a new ERG or who are in the early development stages of an ERG. The workshop covers best practices for defining purpose, outlining guidelines, gaining leadership buy-in, recruiting members, fundraising, programming, and more.
Research shows that employees who work in inclusive workplaces report greater job satisfaction, regardless of their sexual orientation. Furthermore, LGBTQ+ employees tend to be healthier, more productive, and have better relationships with other employees when organizations commit to LGBTQ+ education and training sessions. This training aims to education participants about gender and sexuality basics and equip them with tools for creating welcoming environments for the LGBTQ+ community in their professional and personal lives. Concepts include LGBTQ+ terminology, statistics, resources, best practices, and more.
Employee Resource Groups (ERGs) are critical to an organization’s employee success and retention efforts. However, the leadership positions within an ERG are often overloaded and not compensated for the work they are doing to support the ERGs. These interactive sessions allow for ERG leaders to come together to share best practices that are working for their individual ERGs, discuss collaboration opportunities that highlight intersectional identities, and explore ways to help elevate ERGs across the organization in strategic and intentional ways
How to Implement DEI Principles
How to set up structures to support DEI
Using Media and Pop Culture- An Exploration of How Imagery Influences DEI
Necessary preparatory steps for meaningful DEI steps
Understanding equity in practice. Engaging in conversations around common language and terms aligned with anti-oppression, anti-racism, and inclusion. Uncovering our own motivations to incite positive actions through each of our own avenues of access.
Examining power dynamics in commercial production. Through conversations, encourage thinking through scenarios that can be encountered and how we can intervene for positive change. How to create a more inclusive and authentic work environment for everyone.
Explore effective ways in which to apply anti-oppression as a lens and tool when collaborating with diverse youth in a community setting. Emphasis is placed on how the arts can be used as an accessible and useful teaching tool to explore critical equity concepts in an accessible and engaging way, through your role as a facilitator and space holder.
Identifying how implicit bias plays into our everyday assumptions and exploring how over the past decades, our approaches towards differences in people have altered. Reflecting on how we effectively create inclusion in the arts through responsive community programming.
Discuss how to be a thoughtful community collaborator, project-maker and make positive transformations in diverse communities. Through exploring 5 key practices, ideas and processes are uncovered that inspire more effective and meaningful community engagement.
Defining equity, diversity, and inclusion, as it relates to our community work. Discussing the value of EDI and identifying how to identify metrics to evaluate outcomes & measure progress. Looking at critical questions to consider when creating an EDI brief, including internal capacity.
Reflect on and identify the traits of an effective leader, while examining the different ways in which leadership is demonstrated in a variety of domains. Discuss key strategies to consider for effective inclusion and appreciation of volunteers.
Women’s Equality Day, celebrated every August 26, commemorates the passage of women’s suffrage in the U.S. and reminds us of the hurdles overcome by the heroic women who faced violence and discrimination to propel the women’s movement forward.
Join us as we take you through some important historical events and how in 2023, we are still overcoming hurdles to achieve gender equality.
- The History of Women’s Equality
- Icebreaker – 5 questions related to Women’s Equality
- Timeline of events
- Notable events
- The Right to Vote
- This seat is taken.
- Roe vs Wade
- How to take action both personally and professionally
Gender bias is the tendency to give preferential treatment to one gender over another. It is a form of unconscious bias, which occurs when someone unconsciously attributes certain attitudes and stereotypes to a group of people.
In this session we will unpack some of the ways in which gender bias shows up in our workplaces and the barriers women face every day from an intersectional lens. We will also explore the role that we can all play, especially men, in order to create more equitable processes which can lead to more women in positions of power.
· What is gender bias?
· Why talk about gender bias at work?
· The facts about gender bias
· How does it show up in our systems and decision making?
· How to become an ally
Commit to action
According to McKinsey we are in the midst of a “Great Breakup.” There are always winners and losers in the war for talent, and the stakes are higher than ever for companies that want to achieve gender equality.
Join us as we discuss the facts, why women are finally demanding change and tangible ways we can address the issue in a way that prioritizes flexibility, employee well-being, and diversity, equity, and inclusion.
In this session we will unpack:
· Representation of women in the workplace
· Why women are leaving the workplace.
· What are the risks if we don’t address it?
· Intersectional experiences
· The importance of more flexibility
· The role leaders have to play.
· What can we do?
· Commit to action.
Intersectionality is a term used to describe the idea that social relations involve multiple intersecting forms of discrimination. This means that a person might experience several forms of discrimination, such as sexism, racism, and ableism, all at the same time.
In this session we will talk about how our power dynamics and social systems are complicated, and how to address using them using intersectional approach.
· What is intersectionality and why does it matter?
· Why is intersectionality important?
· The impacts on power dynamics and social systems
· How to use an intersectional lens to address gender bias.
· Commit to action.
This workshop addresses the unique challenges women of color face in the workplace and creates inclusive environments where they can thrive. The content will provide insights, strategies, and tools to organizations and individuals to foster an atmosphere that values and supports the success of women of color. This interactive workshop will encourage participants to assess their areas of immunity/privilege, navigate microaggressions, become intentional allies, and shift the culture around them.
This Women’s Leadership Workshop is designed to empower women-identifying employees by providing them with tools to boost their self-confidence, overcome self-doubt, and recognize their unique strengths and abilities. The workshop also encourages participants to identify their passions, align them with their career goals, and explore opportunities to integrate their interests into their work. Participants will address and navigate potential obstacles to develop a plan to create a fulfilling and purpose-driven career.
metrics to evaluate outcomes & measure progress. Looking at critical questions to consider when creating an EDI brief, including internal capacity.
A survey conducted by Catalyst found that women who have had a mentor are more likely to aspire to leadership positions and report higher levels of career satisfaction. Mentorship is shown to positively influence women’s career advancement, skill development, and overall professional growth. This workshop will give participants the tools to expand their network through the power of mentorship. Whether you are an aspiring Mentor or Mentee, this workshop is for you!
The workshop acknowledges the impact of systemic barriers and biases on the well-being of women of color. The session provides a dedicated space for women of color in the workplace to recharge, find support, and cultivate a safe and empowering environment. Through guided discussions and group activities, participants will discover self-advocacy strategies, explore self-care practices, and have the opportunity to connect with fellow women of color.
Uncover approaches to building a respectful and reciprocal relationship with Indigenous communities when you are non-Indigenous collaborators. Uncovering the historical context of colonization in Canada and the effects on Indigenous sovereignty. Learn the value of cultural protocols and how to position allyship at the heart of working towards reconciliation.
*More topics coming soon
Embrace the future of work and harness the power of open talent and freelancing. Gain insights into effective management practices, collaboration strategies, and inclusive approaches for thriving in the evolving gig economy.
Prepare for the changing workforce landscape and capitalize on the benefits of diversity in the future of work. Explore strategies for creating inclusive workplaces, attracting diverse talent, and cultivating innovation and collaboration in a rapidly evolving business environment.
Prepare organizations for the future by understanding the evolving landscape of diversity, equity, and inclusion (DEI) and corporate social responsibility (CSR). Explore emerging trends, best practices, and innovative approaches to stay ahead in fostering inclusive cultures, driving sustainable impact, and remaining at the forefront of social change.
The changing demographics of our country and your location
The criticality of communications / terms / words within diverse communities
Introducing cultural competence
Communications norms across the generations
An overview of difference in communications with people from various cultures and countries
Hints and tips for effective communications in diverse settings
A survey of “proper” and “forbidden” words and terms in various constituencies
Conversations are foundational to successful leadership, yet many leaders struggle to communicate well. Learn the skills for more effective listening and speaking to have a more significant impact on the world.
Gain crisis communication proficiency and safeguard your organization’s brand reputation during challenging times. Learn to navigate DEI-related crises with authenticity, transparency, and empathy while upholding your commitment to diversity, equity, and inclusion.
*More topics coming soon
This workplace anti-harassment training meets the requirements of the most stringent states (California and New York.) The presentation includers a mix of power point slides, videos, and discussion. Some states like California require that management anti-harassment training be done live and require interaction with the participants.
Session Description: Even though diversity and inclusion discussions should always begin with the positive promotion of being fully inclusive, it is still very important to provide basic anti-harassment training. This session provides:
· A short introduction on the positive aspects of diversity and inclusion since most often the negative can be avoided by a focus on the positive
· An overview of the different kinds of workplace harassment, what may lead to it, and how to avoid it.
· The impacts that harassment can have on a company.
· A summary of a company’s and managers’ responsibilities around harassment.
· As required by recent California and New York law changes, the workshop includes an overview on sexual orientation and gender identity, and how they fit within the harassment discussion.
· Review of the manager’s role handling workplace harassment
· A short intro on being a successful leader in a diverse environment.
Defining and recognizing microaggressions Large Group Activity: Unpacking Hidden Biases Understanding the hidden biases and negative impacts of microaggressions Small Group Activity: Exploring Microaggression Examples Conflict Management & Crucial Conversations Responding to microaggressions effectively Small Group Activity: Response Strategies & Practice Session
Incidents of harassment and discrimination based on race, ethnicity, color, sex, gender, sexuality, religion, expression, age, socio-economic status, natural origin, ancestry, disability, genetics, and other critical components of identity can have significant impacts on individuals and their ability to cultivate a keen sense of belonging in a group or organization. However, these harmful incidents can be even more damaging when there are bystanders who witness the behavior and do nothing in response. There are many strategies that people can use to move away from being a passive bystander into being an active upstander. Responding effectively during incidents of harassment and discrimination helps support individual people with marginalized and minoritized identities while also upholding collective community values of inclusion and belonging. This workshop will allow participants to explore the negative impact of discriminatory behaviors, feel empowered to be upstanders during incidents of bias or harassment, and implement the 5Ds of response methods that are helpful for several types of situations.
Model inspired by bystander intervention/de-escalation training aimed at skill building and intervening in experiences of workplace harm. (Including but not limited to harassment, interpersonal violence, and microaggressions).
Defining unconscious bias Several Small Group and Large Group Activities: Exploring biases and unpacking assumptions and stereotypes Exploring the different forms of unconscious bias Matching Game: Types of Bias Understanding the negatives impact of bias in the workplace Case Study Review: Bias in the Workplace Mitigating the negative impact of bias in the workplace
*More topics coming soon
It is easy for us to experience another culture today. Film, television, and social media keep us always connected, giving us a glimpse into how other people around the world live. We have even taken it a step further by inviting cultural celebrations into the workplace. But experiencing another culture does not automatically mean you understand it, so let us learn how to create a sense of belonging and inclusion through our policies, practices, and programs all year long.
Equip leaders with the tools and mindset to champion diversity, equity, and inclusion. Discover strategies to cultivate inclusive leadership, drive systemic change, and foster environments where all employees can thrive.
*More topics coming soon
This session will discuss the definition of disability, how the concept of disability has evolved, and the ways in which society has excluded disabled people over time. Participants will dismantle assumptions and bias about disability while learning more about creating equitable interactions and environments that are inclusive for people with disabilities.
More than one tenth of the US population has at least one disability, but many disabled individuals experience extra barriers to success in the workplace. However, supported disabled employees add incredible value to organizations. This session covers history and definitions of disability, benefits of supported employees, tips for interacting with people with disabilities, and strategies for disability inclusion and allyship as an organization.
o Seen and unseen.
o Workplace issues
o Costs of workplace accommodations
o Google image search disability
o “She’s such a spaz!”
o “That’s crazy!”
Recent studies have shown that 15-20% of the population is neurodiverse. Neurodiversity includes many conditions, including autism spectrum disorder (ASD), attention-deficit hyperactivity disorder (ADHD), down syndrome, intellectual disabilities, mental health conditions, sensory processing disorders, and many more. Studies found that neurodiverse teams are 30% more productive than neurotypical ones. However, neurodiverse people are more likely to be unemployed than people with any other disability and can experience significant discrimination issues in the workplace. This workshop helps educate participants about neurodiverse identities and how to create an inclusive workplace climate that is welcoming of people with various abilities and disabilities.
Invisible disabilities are not always noticeable, and because of this they can be overlooked and misunderstood. This can lead to discrimination and the feeling of exclusion.
Join me as I share my journey of navigating the world with several invisible disabilities and why we need to create more awareness and less stigma in both our personal and professional lives.
In this session we will unpack:
- Why does it matter?
- What are invisible differences?
- Common assumptions and biases
- Creating awareness and changing attitudes
- Taking action
Ableism affects everyone. It shapes how people think about physical or mental differences, which anyone can acquire during their lifetime. Studies show that ableism was among the most common and strongest forms of implicit and explicit bias. Join us as we unpack ableism and what we can all do both personally and professionally to understand some of the common barriers and language we use and ways to address them.
- The impacts of ableism in the workplace
- What is it?
- How does it show up in our workplaces?
- Types of ableism
- Examples of ableism
- How to actively work to dismantle
Dive into the art of storytelling as a catalyst for social impact. Explore the transformative potential of narratives in driving change, amplifying marginalized voices, and challenging the status quo. Learn how to craft compelling stories that inspire action, ignite empathy, and shape a more inclusive and equitable world.
Harness the power of digital platforms to elevate your CSR storytelling. Learn to create compelling and shareable content that captivates audiences, inspires action, and maximizes the reach and impact of your corporate social responsibility initiatives.
Delve into the complexities of diversity, equity, and inclusion (DEI) and corporate social responsibility (CSR) landscapes. Gain a comprehensive understanding of how these two realms intersect and learn practical approaches to integrate DEI principles into CSR initiatives, creating transformative change within organizations and society.
Mindfulness in the workplace is more essential than ever before as we shift from COVID-19 to now. Before the pandemic, the body and mind served as vehicles for selfless and tireless work. In contrast, COVID-19 helped us to discover more mindful ways to support employees. Let us explore how the interconnectivity of wellness shows up in how we prioritize employee wellbeing.
We are constantly programmed to receive several messages, thoughts, and feelings from the media, friends, colleagues. and more. How can we manage the swirling thoughts and feelings we experience every day? This meditation practice is a form of mindfulness where we use our ability to recognize and name things to help contain the distracted mind.
Listening to Our Second Brain: A primal connection exists between our brain and our gut. We often talk about a “gut feeling” when we meet someone for the first time. We are told to “trust our gut instinct” when making a difficult decision or that it is “gut check time” when faced with a situation that tests our nerves and determination. This mind-gut connection is not just metaphorical. Our brain and gut are connected and provide feedback about how hungry we are, whether we are experiencing stress, and more.
Loving Kindness Meditation: Building empathy and a sense of belonging in environments is no simple task. Research shows that loving-kindness meditation (in which you imagine sending kindness and goodwill to others) made people more able to feel what others were experiencing, boosting empathy and connection to others. Let us explore how we can close the empathy gap with meditation.
All of us are born with the knowledge of how to fully engage the diaphragm to take deep, refreshing breaths. As we get older, however, we get out of the habit. The responsibilities of everyday life, stressful work environments, and other challenges encourage us to gradually shift to shallower, less satisfying “chest breathing.” Here is to building new mindful habits!
Exploring mindfulness and grounding practices alongside how cultivating and decolonizing our own wellness helps us to seek and create inclusive, accessible, and supportive services, spaces, and systems.
There is not a one-size-fits-all fitness plan. Our bodies are constantly impacted by factors including but not limited to racism, sexism, etc. which can lead to experiences of trauma and/or elevated levels of stress and tension. In this session, we will use stretching and our breath to release any tension while listening to what our unique bodies need in the moment.
Somatic meditation incorporates the mind, body, soul/spirit in its approach. The connection of mind and body is vital to helping us focus on how our bodies inform us of what we do/do not need, when we do/do not feel safe, and many other informative strategies. In this session, let us put ourselves first and become attuned to what our bodies tell us.
A half-day or full-day mindfulness retreat for participants wanting to try a more intense mindfulness experience. This can include but is not limited to: Dharma Talk, Meditation Sessions, Yoga/Body Movement, Community Building Opportunities.
Pulling tarot cards is a mindfulness practice. In this offering, House of Our Queer’s Bex Mui, shares about her own experience finding and working with the cards, as well as some common uses for engaging with Tarot. This workshop offers some practical Do’s and Don’ts about pulling and focuses on guiding participants towards mindful and intentional practices for working with Tarot. Bex shares a variety of decks and gives concrete examples of ways that a mindful practice of pulling cards can be beneficial to mental health.
Sessions are delivered virtually by 1 or 2 expert facilitators to customized groups of participants, in segments of 60/90 Minutes, 2 Hours, 4 Hours, 8hours, Full day or Half Day. Customized 6 week & 8-week leadership Team packages available. Once you have selected a workshop or keynote, we will arrange to have you meet with our exclusive facilitators who will walk you through speaking points and necessary pre and post work if any, plus presentation to make sure that the content aligns with your company values. A 50% deposit is requested on confirming the topic, date and time and the balance is payable 30 days before the event. In case the event is confirmed within 30 days -the full payment will be due with the completed agreement. We will provide the link to the event recording which will be valid for 30 days from the date of the event and available to team members who are unable to attend.