Foundational Trainings

What is it:

Code2040 is able to do a training at your office with a group of people as little as 10 to 100 (depending on the subject). We have trained more than 600 people in our curriculum and are looking forward to expanding that work this year.

The process for getting a training at your company is:

Have a preliminary conversation so that we can better understand your goals for bringing in training, understand how training could tie to your larger company DEI strategy, talk through audience and content, and discuss next steps. We'll decide together the best course of action on bringing a training to you.
We'll decide on a date and time based on mutual availability. This should be at least 6 weeks out from our initial conversation and will be based on our staff's schedule and capacity.
2 weeks before the training, we'll have a pre-training conversation to ensure the facilitator and company are on the same page in terms of delivery and the facilitator can ask any questions related to team dynamics and day-of logistics.
On our end, we'll tailor content, work through delivery, and prepare 1-pagers for the day-of.
The day of the training, we'll come onsite and deliver to your group.
We'll work with you and your systems on collecting feedback from the group on delivery so that we can continue to iterate and improve our curriculum series.

The four sessions available to you are:

1. Business and Humanity Case for Racial Equity & Inclusion

This session provides participants with insights into why diversity and inclusion are important for them and for the tech sector. This session provides a narrative and statistics that demonstrate the state of diversity in the U.S. workforce, economy and tech sector. Attendees leave this session with a better understanding of the necessity for developing competencies for engaging, leveraging and managing a diverse workforce. Their products, teams and companies depend on diversity for its existence, and their own workplace success will depend on their competencies for managing diversity. Everyone especially people Managers in the room are taking a great step towards solving the racial equity and inclusion problem in the tech industry by being at this training. Attendees will explore the humanity of this work (non-financial imperative) for racial equity and inclusion.

2. Navigating Difference: Boosting Awareness of Bias and Power

This session is designed to boost awareness of potential barriers that could inhibit creating a racially equitable and inclusive company culture. Participants unpack definitions of culture and values, examine listening filters and predominant company culture, explore risks and resources as it relates to fostering an empowered employee, and learn how to use privilege to leverage building a more inclusive culture. We explore individual awareness levels and discuss how to move with greater insight, knowledge and awareness as individuals to show up as a collective to create and foster a more racially equitable and inclusive working environment.

3. Building Your Racial Equity Toolkit

In this interactive session, attendees practice the skills to successfully have conversations about race steeped in inquiry and respect. We begin with an elementary understanding of what happens to our brain chemistry when having difficult and/or uncomfortable conversations. The session offers the opportunity to learn a specific strategy and process to get more fluent in difficult conversations, specifically conversations about race. Attendees will practice the strategy and process in small groups.

4. Overcoming Obstacles to Success: Imposter Syndrome & Stereotype Threat

This session provides participants with an opportunity to learn about the concepts of stereotype threat and imposter syndrome with insights into their impact on Black and Latinx experiences in the world. Participants are provided with definitions and examples that demonstrate how to support colleagues and team members in combatting imposter syndrome and stereotype threat. Attendees will also explore the diversity of management approaches for managing imposter syndrome and stereotype threat. They should leave this session with a better understanding of how to positively navigate instances of imposter syndrome and stereotype threat when engaging and managing people.

When:

Mid-2019

When do we finalize partnerships:

Agreement should be finalized at least 8 weeks before the training date. Registration for attendees will be available at least 6 weeks before the training date and closed 2 weeks prior to the training date.

Who is the target audience:

Company staff.

There are 4 DEI foundational sessions that are readily available to you and your company. We work together to choose the audience and the content to ensure that we have long term impact objectives in mind. We work with you directly to more deeply understand your people, company, and dynamics of your culture in order to best tailor content.

NOTE: Access to training is based on a first-come, first-served basis and will be based on Code2040's staff capacity and schedule. We work on a strict 6-week training schedule, so we cannot come in to do a training with less than a 6-week notice period.

Cost structure:

TBD

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