Creating A Culture Of Inclusion Consulting Services

• Creating a culture of inclusion to support the diversity efforts
• Experiences (simulations, virtual reality) focused on awareness of what exclusion feels like to create empathy and action
• Unconscious bias training

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DDI:

DDI offers an array of courses and program options to support a culture of inclusion. We offer several full-length workshops, such as “Creating an Inclusive Environment,” which can be delivered face-to-face or in live virtual classroom settings. We also offer digital options, such as short microcourses, that address key topics related to inclusion, such as unconscious bias. In addition, DDI offers a full suite of leadership courses that build the core skills that leaders need to develop to act inclusively in their everyday actions, such as when delegating, coaching, conducting meetings, etc.

Catalyst:

Through virtual sessions and in-person training Catalyst offers expert facilitated trainings and workshops on topics ranging from unconscious bias to inclusive communication and inclusive leadership to gender equity and emotional tax. The MARC initiative features learning programs specific to leadership levels, including critical skill building focused on leadership credibility in DEI advocacy, understanding privilege, courageous dialogue, and navigating uncertainty.

Ellevate:

Ellevate is where change makers cultivate their voice, build bridges to understand and mobilize for impact. We work with leading companies to help them retain, hire and improve diversity, equity and inclusion within their organizations. Programs, resources and tools focused on creating a culture of inclusion include:

• Mobilize Women Week,
• Inclusive Managers Programming,
• Driving Equality in The Workplace Webinars,
• Building an Inclusive Culture Programming

IT Senior Management Forum:

The ITSMF Global Institute for Professional Development (GIPD) provides a portfolio of intense, results-oriented programs designed to prepare managers and executives of color for increased responsibility and additional contribution to their enterprise. Emphasis is placed on three aspects of development—professional, personal and political—dealing with each area as it specifically pertains to executive men and women of color.

Bringing together concepts of personal empowerment and commitment with the development of key technical and leadership skills and exposure to “real-life” learnings from the executive “playbook”, GIPD provides a life-changing, career-evolving experience.

Network of Executive Women:

In 2020, NEW launched a regiment of DEI training to build internal skill and manage inclusion. NEW also facilitates DEI exercises that include intensive conversation during each monthly Townhall Meetings that included all NEW internal staff members. All NEW employees attended five DEI trainings in 2020 which include: NEW Action for Women of Color – Designed for in-tact teams to identify real obstacles to advancement for women of color. During this workshop, an action plan is created to solve for gaps that prohibit women of color from advancement.

Courageous Conversations about Race in America – This workshop is designed to better understand the founding of the U.S. democracy to contextualize current events. It also provides an interactive experience to understand diverse world views and builds skills in working with people of diverse racial backgrounds.

Understanding Privilege – This workshop examines deep concepts about privilege to self-discover one’s own. It continues by explaining misconceptions about “White Privilege” and examines ways that everyone can use their privilege to create an inclusive environment.

Asked and Answered: An open Question and Answer Discussion about Race in America – This workshop solicits anonymous questions about race and other dimensions of diversity and answers the pre-submitted questions. Effective communication techniques are taught prior to the Q&A discussion to enable productive exchange of perspectives.

Understanding Terminologies: A Guided Discussion about Proper DEI Terms that Foster Inclusion – This workshop offered skill development for optimal ways to ask about preferred nomenclatures in common diverse categories. In lieu of providing lists of DEI terms, this training taught NEW staff now to build relationships by asking a person’s preferences. (e.g. Use of Hispanic, Latina, Latinx, African American or Black, correct pronouns for LGBTQ+ community members)

Shambaugh Leadership:

Building Capacity for an Inclusive Workforce

Fireside Chats: Let’s Change the Conversation: Inclusive Leadership for Organizational Success

This unique and powerful forum, led by Rebecca Shambaugh, leadership expert and CEO of Shambaugh Leadership, will engage leaders and executives in a conversation regarding their vision for an inclusive workplace. Rebecca will share SHAMBAUGH Leadership’s Five Levers for Transformational Change and how companies can move from conversation to action to achieve DE&I. A key walk away for this forum will address how men and women can engage in partnership for closing the gender gap and create a workplace where everyone can thrive.

Management Academy: This nine-month program is designed to groom the next generation of motivated Black and minority technology leaders. The academy connects participants to unparalleled training, to a rich network of peers, and with unfettered access to industry-leading executive officers. The supportive 1:1 mentoring and coaching that participants receive throughout the year are unique and critical to the lasting transformation they all realize as graduates.

Executive Academy: Specifically tailored for senior-level executives of color, the nine-month Executive Academy is shaped by a robust curriculum of academically-sound, business-focused, and intellectually stimulating leadership tools and initiatives. During classroom sessions, relevant content is presented and discussed in small (10-25 person) peer groups – allowing for insightful exploration and judgment-free knowledge sharing.

Emerge Academy: This nine-month program is designed especially to help mid to executive level women of color make use of the Seek (who I am), Study (what I know), and Soar (who I become) framework, to hone authentic and conscious leadership.

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Catalyst:

The MARC Leaders Immersive workshop is highly experiential and draws on personal storytelling, emotional exercises, and courageous dialogue to build empathy and personal commitment to action.

DDI:

DDI’s “Inclusion: Build Empathy” virtual reality experience is an unprecedented opportunity to help leaders develop true empathy and commitment for inclusion. According to Fortune magazine, this experience “has the power to change corporate America” by enabling people to feel what it’s like to be excluded in a deeply immersive experience. A winner of HR Executive’s “Product of the Year” award, the VR simulation is delivered as part of a guided discussion that opens up powerful, honest conversation about inclusion in your organization.

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Catalyst:

Catalyst offers unconscious bias training. “Unconscious Bias to Inclusive Leadership” is an introductory course that provides insights into our personal biases. Participants will conduct a deep dive into how biases present themselves in different environments, and then learn and practice behaviors that will mitigate and interrupt those biases.

DDI:

DDI offers a unique, award-winning virtual reality experience to help leaders experience exclusion, and recognize areas where unconscious bias may have affected their actions. Following the virtual reality experience, leaders engage in a powerful discussion about where they have seen bias in action, and how it has affected them and their colleagues in the workplace.

DDI’s Targeted Selection® behavioral interviewing system helps hiring managers avoid the influence of unconscious bias in their hiring decisions. DDI’s system teaches managers the art of interviewing, in which they focus on competencies needed for success in the role and look for the key behaviors that indicate success. DDI also teaches leaders about the science of interviewing, which includes how to build objectivity into their hiring process through multiple interviewers, objective scoring, and other data-driven techniques that help to mitigate bias.

IT Senior Management Forum:

ITSMF is certified by the Cultural Intelligence Center to offer unconscious bias training (in-person/virtual/e-learning formats). This course teaches participants how to recognize bias in self and others, develop the skills to interrupt bias and sustain the commitment to manage bias

Network of Executive Women:

NEW offers a virtual workshop called “Managing Unconscious Bias ”. This workshop destigmatizes bias to explain that everyone has it. It also provides self-management tools to help participants manage their unconscious biases.

Shambaugh Leadership:

Mitigating Bias

This offering goes beyond awareness and makes the intentional link between bias and its impact on decision making, team/organizational performance, and overall employee engagement and ideation.