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Today’s inclusive and respectful workplace culture means that the ability to practice your religion and religious traditions is up to you. Being respectful of that means not bringing religions into conversations inappropriately and not disrespecting colleagues based on their religious practices or religious dress.

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. But it’s important to remember that assumptions like this can have a real-life impact on our work teams.

Regardless of all the training and legislation, there are still many stereotypes and prejudices regarding LGBTQ+ co-workers. This can sometimes make it hard to come to work depending upon the attitudes and behaviors of co-workers. While we may not agree with every aspect of all of our co-worker’s personal lives, what we can agree on is that people need to be treated with respect and dignity.

Diversity 201™ is designed to help you continue to recognize and respond to the diversity and inclusion dynamics that are often grounded in individual and cultural differences. This course provides a deeper dive into diversity situations and will assist learners in effectively tackling the individual and cultural differences that impact relationships with co-workers, customers and other stakeholders that are critical to the success of your organization.

Building an inclusive workplace means that people can be their authentic self. We can bring our whole selves to work and not be worried about people discriminating against us because of this. In order for this equitable and inclusive workplace to exist, we all have to be careful of assumptions and comments we make about each other and in doing so create a better workplace for us all.

A reasonable accommodation is an adjustment to a job or work environment that makes it possible for an individual with a disability to perform their job duties. When someone asks for an accommodation because of a disability – that is between them and their manager. It isn’t anyone else’s business. Asking someone out of curiosity will put them in an awkward position - and no one enjoys that.

In the fast-paced environment of today's workplace, it's easy to get caught up in the whirlwind of deadlines, meetings, and emails. Amidst this hustle, the simple act of complimenting others often gets overlooked. Recognizing and vocalizing the value of our colleagues' efforts is not just a nicety – it's a powerful tool that fosters a positive work environment, boosts morale, and encourages a culture of appreciation and respect.

This interactive course was developed to help your organization's leaders, managers, or supervisors, in their daily effort to foster better employee connections, communication and community at work - all the while working together toward one shared goal or vision.

Resilience matters in the workplace because it can help employees cope with stress, improve their well-being, increase their job satisfaction and performance, and enhance their creativity and innovation. Resilience can also benefit the organization by reducing turnover and absenteeism as well as by improving customer satisfaction and loyalty, reputation and brand image, and employee engagement and retention.

There is a real danger that comes from making assumptions based on one aspect of a person - such as their name. We all want to be seen as a whole person and our name is just one part of who we are. This type of bias can be very subtle, and we may not even realize it’s even there. When we make decisions, like hiring, based on just the name of a candidate, we exhibit bias. We should instead look not for culture fit but for a culture add – what a person can bring to the team.

Being your authentic self at work can create a better work environment and experiences for both coworkers and clients. It can also have a positive effect on your life outside of work. Research shows that feeling like you can be yourself at work improves employee engagement, empowerment, trust, relationships, and happiness. So, don't be afraid to bring your authentic self to work. It can benefit you and everyone around you.

A stereotype is a widely held, simplified belief about a specific group on the basis of sex, gender identity, race and ethnicity, nationality, age, socioeconomic status, language, and so forth. Stereotypes are deeply embedded within social institutions and wider culture. One important thing to remember is that we need to judge people based on their skills and abilities, not a preconceived stereotype, assumption, or bias.

We all use Personally Identifiable Information (PII) to identify ourselves. PII includes information like a driver's license number, an address, or a birthdate. Social Security numbers and biometric records such as fingerprints are also examples of PII. PII includes any information that can be used to distinguish or trace your identity - either alone or when combined with other information that is unique to you. Organizations must safeguard PII and limit access to it. Only those individuals with a "need to know" - that is, individuals with official authorized access to the information - may access and use a record or system of records containing PII.

Workplace diversity is critical to any organization's success. It promotes innovation, better problem-solving, improves a company's reputation, increases employee morale and retention, and can help organizations better understand and serve their customers. Embracing diversity and promoting inclusivity in the workplace is not just a smart business decision, but it’s the right thing to do!

It’s important to have clear policies and procedures to prevent, address, and resolve third-party sexual harassment, and to educate and train their employees on how to handle such situations. It's also important for employees to report any incidents of third-party sexual harassment to their supervisor and/or human resources. By doing so, both the employee and the employer can protect their rights, dignity, and interests.

Personal pronouns are the words that we use to refer to ourselves and others in place of names, such as he, she, they, etc. These pronouns are not just grammatical markers, but also expressions of identity and respect. Using the correct personal pronouns for someone shows that you acknowledge and value their gender identity, which may or may not align with their biological sex or appearance. Using the wrong personal pronouns for someone, intentionally or unintentionally, can cause them to feel invalidated, disrespected, or even discriminated against.

Trust is the foundation of any successful organization. Trust means that employees have confidence in each other's abilities, intentions, and actions. Trust also means that employees feel safe to express their opinions, share their ideas, and collaborate with their colleagues. Leaders play a crucial role in promoting trust in the workplace by setting an example through their behavior and fostering a culture of mutual respect and collaboration.

The Pregnant Workers Fairness Act (PWFA) is a federal anti-discrimination law that covers employers, including state and local governments, with 15 or more employees. Under the PWFA, employers must make “reasonable accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”

Belonging is that feeling of security and support - a sense of inclusion and acceptance within a group. It’s when an individual can bring their authentic self to work. By creating genuine feelings of belonging for all, an organization improves both engagement and performance. In today's increasingly diverse workplace, it's more important than ever for organizations to cultivate a culture of belonging. That’s a place in which all employees feel included, respected, and valued, regardless of their race, gender, age, religion, sexual orientation, or any other personal characteristic. When employees feel like they belong, they are more likely to be engaged, motivated, and committed to their work, which benefits our organization as a whole.

YOU (the employee) make the difference in how a customer feels, not a policy, not your manager...you! The intent of this course is to show customer service staff and employees some ways of handling difficult situations so that they can effectively respond and leave the customer with a positive, memorable impression.