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New Micro-Learning! Fostering a team atmosphere includes ensuring all employees are respected for their abilities and their differences. Differences in race, religion, age, ethnic background and sexual orientation add to the diversity of experience each individual brings to the team. By completing this course, you’ll have increased confidence as a manager and a more productive team, with fewer inter-personal conflicts.

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. How can we get past potential bias and get the right talent in the door? And how do we keep them? This fast and fun new series answers common questions and provides real world tips on finding and keeping diverse talent.

New Micro-Learning! So, how can we maintain respectful work relationships when someone uses a term or phrase that is offensive to others in the workplace? Diversity moments are often unintended, occur when we least expect, and can leave us surprised, confused, embarrassed, guilty, fearful, frustrated or uncertain. When you overhear a situation where one person has inadvertently made an insulting remark, you may decide to intervene.

New Micro-Learning! Using good judgement and good hygiene – while following organizational policies – can help prevent the spread of workplace sickness - without upsetting others. Refusing to shake hands can be dicey - even uncomfortable. There is definitely a right way to maintain respect while adhering to social distancing policies.

New Micro-Learning! Biases and stereotypes based on national origin or heritage can lead to unfounded and negative comments and actions that can ruin relationships and reputations. This type of harassment and discrimination will not be tolerated in our organization!

New Micro-Learning! Having a diverse workplace is very important. But until we are inclusive – meaning that we truly include and respect others - we are wasting an opportunity to leverage the power of that diversity. We can make assumptions (and stereotypes) about people based on their age… like younger people will be much better at embracing and using technology when compared to those that are older.

New Micro-Learning! Stereotypes are all too common in the workplace today. A stereotype is defined as an over-generalized belief about a particular category of people. Stereotypes are generalized because one assumes that the stereotype is true for each individual person in a group.

New Micro-Learning! Bias refers to negative or positive assumptions usually applied to groups of people. Bias can be persistent, harmful and/or unequal treatment of an individual based on a characteristic they possess or beliefs about a group with which they are identified. When we think about other people, we need to be aware of how bias may come into play. This is particularly true when the same behavior is seen as positive or negative depending upon if the person is a man or a woman.

New Micro-Learning! Equity in a workplace means everyone receives fair treatment. That means there is transparency, and everyone knows what to expect in terms of consequences and rewards. In other words, equity is what happens when all members of a diverse group of employees have equal opportunities and support to succeed and grow!

Patients in gender transition are dealing with emotions, questions, stares and even discrimination. The bottom line message of this short video is simple: Everyone must be treated with respect. It doesn’t matter if you are a patient, co-worker or vendor, we all deserve to be heard and treated fairly…and…sometimes we need to speak up to make that happen!

New Micro-Learning! Inclusion is about recognizing and responding to the needs of all employees. It’s talking about co-workers in a supportive way, rather than criticizing them behind their backs. Most importantly, inclusion is about making sure work assignments and activities, including work-related social events, do not exclude or disadvantage anyone.

New Micro-Learning! Bias refers to the persistent, harmful and unequal treatment of someone based solely on some characteristic they possess or their apparent membership in or identification with a particular group. 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.

New Micro-Learning! The average work environment now might have up to four generations under one roof. That said, the old dog and the young pup need to work harmoniously in order to get things done. While these totally different generational viewpoints and approaches to work can undoubtedly be beneficial, they can also be somewhat challenging to navigate.

New Micro-Learning! The newest generation of workers (Gen Z) will increase the complexity of managing and working across generations, especially considering that more than 75% of workers identify "managing multi-generational teams" and "different work expectations across generations" as challenges. Organizations must prioritize generational training to ensure the generational gap at work doesn't continue to expand and result in poor communication, collaboration, engagement and more.

New Micro-Learning! Knowing when and how to deal with issues of sexual orientation, or sexuality, or even lifestyle choices can be a challenge. They're the kind of things that can give rise to gossip and innuendo, at the very least; and outright hostility and harassment if you don't deal with them correctly.

New Micro-Learning! Now that you have made that new hire, how do you ensure they stay on the team? This course will take a look at the leadership steps you must take as you onboard your new hire so they feel included and set for success.

New Micro-Learning! Explicit bias refers to the attitudes and beliefs we have about a person or group of people on a conscious level. We know these biases exist. We are conscious of them. When people perceive their biases to be valid, they are more likely to justify unfair treatment – which has negative impacts on the target of the bias as well as the entire organization.

New Micro-Learning! Over the last 30 years or so, we've paid a lot of attention to overcoming the past exclusion of women and minorities in the workplace. But we don't give a lot of thought as to how those changes have affected white men. It's easy to see how the focus on minorities and women has caused many white men to worry about discrimination. And sometimes those concerns were justified by inappropriate actions taken to meet hiring goals.

New Micro-Learning! Stereotypes are over-generalized beliefs about a particular category of people. Stereotypes are generalized because one assumes that the stereotype is true for each individual person in the category. Everyone within an organization has a responsibility to ensure that the work culture promotes a professional work environment by demonstrating appropriate behavior.

New Micro-Learning! When it comes to encouraging inclusion in the workplace, terminology and vocabulary around world religions play a key role. Using derogatory names given to certain groups and people can perpetuate bias and stereotyping.