Training Content Extended

Training Modules

Our training offerings are thoughtfully organized into developmental modules designed to foster progressive learning in DEI. We categorize our training into three key sections:

1. Creating Awareness: This foundational section introduces participants to the concepts of bias and DEI. Aimed primarily at those new to these topics, the modules in this section are designed to highlight “the problem” and underscore the need for affirmative interventions.

2. Taking a Deeper Dive: This section allows participants to explore the nature of bias and prejudice at a more profound level. Here, the focus shifts from mere awareness to understanding the underlying mechanisms of bias. These modules are best suited for individuals who already acknowledge the existence of bias and the importance of DEI efforts.

3. Solutions: The final section emphasizes practical strategies and best practice tools (e.g., Change Management) that enable participants to identify and address potential biases within their organizations.

Creating Awareness

• Diversity Cup (Groups of Any Size): This engaging activity encourages participants to examine and discuss the diversity within their personal networks. Often used as an icebreaker, the Diversity Cup helps individuals recognize the homogeneity of their social circles and fosters discussions on ways to expand these networks.

• Oppression Monopoly Simulation: This impactful simulation illustrates the systemic and intersectional dynamics of oppression. Participants gain a deeper understanding of the necessity for deliberate interventions, leaving with a heightened awareness that “equity” should be prioritized over “equality.” More details can be provided upon request.

• Bias in the Organization: This group presentation delves into the nature, types, impacts, and regulation of bias, with a specific focus on prevalent biases within the organization. Tailored to address specific biases relevant to the audience, this module includes discussions on unconscious and implicit bias, allowing for standalone sessions on various topics.

• Talking about Race: This presentation emphasizes that race is a social construct rather than a biological or genetic concept, providing context for why discussions around race can be challenging.

• Lecture on the Concepts of Diversity, Equity, & Inclusion: This introductory lecture ensures participants grasp the distinctions and interrelatedness of diversity, equity, and inclusion, while addressing motivations for engaging with DEI and the resistance some may feel.

Taking a Deeper Dive

• Systemic & Institutional Racism: This presentation distinguishes between individual, organizational, and structural discrimination, highlighting the interconnections among various institutions such as housing, education, and the justice system.

• Causes of Prejudice: Participants explore scientifically-based explanations for prejudice, racism, sexism, bias, stereotypes, and discrimination.

• Cultural Competence Case Studies: Groups review and discuss workplace scenarios involving cultural or diversity conflicts, focusing on identifying the nature of the conflict and potential resolutions.

Solutions

• Inclusive Decision Making: This module emphasizes strategies for making decisions inclusively. Participants learn about different decision-making modes and the importance of transparency and empathy in leadership.

• Process Mapping (Using Topical Breakout Groups): Participants are divided into small groups to conduct process mapping exercises on specific topics (e.g., HR-related issues). This collaborative approach identifies areas of disagreement and subjective decision-making processes, with each group sharing their findings with the larger audience.

• Identifying Potential Bias (Using Topical Breakout Groups): Following the Process Mapping exercise or as a standalone activity, groups discuss common cognitive and cultural biases and examine how ambiguity in processes can lead to bias. Groups will share their insights with the larger group.

• Fixing the Problem (Using Topical Breakout Groups): In this activity, participants learn about Force-Field Analysis, a tool from Change Management. Groups identify factors that facilitate or hinder efforts to address specific biases, culminating in action planning to reduce restrictive factors. The session may also include a discussion using the "Mouse and Elephant" analogy to reflect on implicit biases within institutional policies.

• Talking about Difficult Topics (e.g., Race): This module provides participants with strategies for discussing sensitive topics like bias and race. The Johari Window exercise helps individuals recognize their self-presentation and potential blind spots, enhancing communication and conflict resolution skills.