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Promote inclusion and cultural competency in the workplace.This course introduces the F.A.I.R. approach as a practical way to improve an organization’s cultural competency. The approach can be used as a tool to build more positive, productive relationships at work that will help employees make better decisions that impact the overall productivity of the organization. Streaming course version.

Promote personal responsibility for creating respectful work environments. This program approaches sensitive issues without shame, blame or negative stereotyping and will show your employees where respect for differences makes common sense. Streaming course version..

Diversity and inclusion dynamics are the positive or negative reactions that occur when dimensions of diversity, such as culture, experience, and expectations, come together. Streaming course version.

With workers from multiple (up to 5) generations now active in the workforce, the potential for misunderstanding, frustration and conflict puts increasing pressure on productivity.

Diversity and inclusion dynamics are the positive or negative reactions that occur when dimensions of diversity, such as culture, experience, and expectations, come together. An “Oh?” moment occurs when “difference makes a difference!” In other words, it occurs when diversity and inclusion dynamics impact our relationships, behavior, or understanding of a situation.

New Micro-Learning! Workplace diversity is not an option — it is a reality. And the true value of that diversity allows organizations to draw on a fuller range of experiences - allowing them to think more creatively and avoid biased decision-making. But when it comes to workplace diversity, there are some key terms you must understand in order to overcome the very issues that prevent us from embracing and leveraging the full power of diversity. We’ll define and discuss a few of those key terms in this course.

It's sometimes tough bringing a group of diverse and free-thinking individuals together on a team - and expect them to immediately gel. This video demonstrates the work needed to get the best from a multi-generational team. Includes varying views of appropriate business etiquette.

New Micro-Learning! We are all shaped by our life experiences, people who have similar life experiences tend to think and respond to situations more similarly than others who didn’t share those experiences. At the heart of most of the conflict and misunderstanding that develops between employees of different generations are communication styles and core motivations, and sometimes, the reluctance to change.

New Micro-Learning! Workplaces across the country are adjusting to a new reality. Baby Boomers are remaining as active workforce participants. Meanwhile, the first members of Generation Z, roughly defined as those born since the mid-nineties, will soon be beginning their careers and will make up a large share of the labor market soon. Due to communication differences among generations, communication styles can often be a problem.

New Micro-Learning! One of the most common management challenges involves how to effectively manage all kinds of different people, not just people who look and think as we do. With the influx of millions of Millennial and Gen Z employees, understanding the differences across generations in the workplace has become a huge focus for supervisors, managers, and HR professionals.

New Micro-Learning! Assistance is about making sure we've got what we need to do the job and it is not just a management function. If someone is dependent on you for something, or if you've got some knowledge that's going to help someone get his or her job done - you've got to offer assistance. And, if you need something, you need to ensure you ask for it.

New Micro-Learning! Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. You may even be asking yourself, how can we get past potential bias and get the right talent in the door? And how do we keep them once we have them?

In America, individual rights are often valued over the rights of society, but what many Westerners do not realize is that more than two thirds of the world’s population comes from cultures that value collective rights over the rights of an individual.

Often business deals are lost because the parties involved did not take the time to learn about each other’s cultures prior to interacting. Good due diligence goes beyond just looking at the bottom line.

Creating an inclusive team environment that values diversity helps you achieve your organization’s goals – both cultural and financial! Diversity awareness and inclusion means recognizing and responding to the needs of various groups within the workforce to improve working relationships.

Millennials share some characteristics that set them apart. Understanding how these core characteristics influence their behavior and who they are will help you recruit, engage, and retain this workforce.

Diversity has to do with human differences. So a lot of times when people say “diversity” they really mean is race or gender or ethnicity. Diversity is much more than that – it’s any point of difference.

By being self-aware and willing to engage with others when bias is unintentionally implied or expressed we can better resolve problems and promote more effective working relationships.

When employees feel left out, it impacts everyone in the workplace. Employees fail to work together, they miss work more frequently, and they eventually may choose to find employment elsewhere.

It often happens that managers honestly believe themselves to be neutral on issues of race, sexual orientation, national origin, age or gender. But the reality is that employees need to be recognized for their differences in order to feel respected.