Diversity Training, HR Training On Race
Jim Woods
Navigating the Pitfalls of In-House Diversity ...

Mandatory diversity training can trigger resentment among employees, who may perceive it as a coercive imposition of political correctness rather than a genuine effort to foster understanding and acceptance. Such resistance not only impedes the effectiveness of the training but also breeds cynicism, further entrenching barriers to progress. Explore the challenges and solutions in navigating the pitfalls of in-house diversity training. Gain insights from HR, diversity leaders, and CEOs for effective strategies.

3 Very Simple Ways You Can Improve Diversity Hiring

Unconscious bias can hamper diversity at every stage of the hiring, recruiting, screening, and interviewing process to assessment and onboarding. But some strategies can help improve equal opportunity at each phase.

Diversity hiring is considerably more than making adjustments in one area of the process, and neither is it about the hiring. When we discuss diversity and inclusion, hopefully, it will lead to substantially more all-inclusive aspects of belonging in a workplace that does not end with recruiters.

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How Managers Can Have Effective Conversations On Race At Work

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Effective diversity, equity, and inclusion programs change behavior when managers and employees have two-way trust in discussing race. It is usual for managers to question whether they are doing "the right thing" when addressing race and racism issues in the workplace. Yet, to eradicate systemic racism, managers need to empower employees and provide them with productive conversations on race. Establishing these conversations in evidence and good intentions is better than not talking about race at all.

3 Ways Leaders Can Drive Cultural Change and Inclusion

Affirmative action became law over two decades ago, propelling issues of workplace racial diversity into conflict. It s worth celebrating that evidence suggests people of color, more than any other previous time, now encompass a larger percentage. Despite, this the underlying goal of affirmative action remains suspect. Companies continue to struggle to increase their number of people of color in management roles.