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.

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Honoring the Legacy of Emily Davison and Dr. Martin Luther King Jr: Two Pioneers in the Fight for Human Rights

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How does Emily Davison's fight relate to Martin Luther King Jr?

Emily Wilding Davison's fight for women's suffrage and Martin Luther King Jr.'s fight for civil rights and racial equality address inequality and oppression issues. Both Davison and King used nonviolent means, such as protests and civil disobedience, to bring attention to their respective causes and to push for change. They both faced significant resistance and adversity in their efforts. Nevertheless, they were willing to make sacrifices for the sake of their beliefs.

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How Great Leaders Lead

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Great leaders lead better by consistently demonstrating key behaviors and practices that drive their teams to achieve outstanding results. I will lay a framework for understanding what distinguishes great leaders from good leaders. Great leaders possess a combination of personal humility and professional will, allowing them to lead with a clear sense of purpose and a willingness to adapt to changing circumstances.

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How Banks Can Serve Underrepresented Communities

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In the world of banking, many communities are often overlooked and underrepresented. As a result, these communities, such as low-income individuals and communities of color, face significant barriers to accessing banking services. But as Jim Collins argues in his book "Good to Great," businesses that genuinely want to make a difference must first confront the brutal facts of their current reality. This article will explore how banks can take a "good to great" approach in serving underrepresented communities.

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The CHRO's Role: Improving Diversity, Equity, and Inclusion by Facilitating Conversation

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In 2023, diversity will be front and center. This increased focus on inequality translated to social unrest in the United States and among workers when conditions were difficult. The importance of this has been borne out by research: Seventy-six percent of working adults rate workplace diversity highly when considering new employment opportunities, while thirty-two percent say they would not apply for a position at an organization that lacked diversity in its workforce.

EEOC: Company pays out ADA settlement after employee was denied remote employment

Bias against persons with disabilities and stereotypes due to ignorance become a barrier to the hiring and retention of workers with disabilities. Usually, employers haven’t successfully exposed themselves to employed and accommodated workers with disabilities performing their jobs as well as anyone else or to success stories from other employers. A facility management firm paid $47,500 to settle the EEOC claim that it discriminated against a disabled worker at high risk of contracting COVID-19 by not allowing them to work part-time from home.

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4 Ways To Be An Inclusive Leader In Uncertain Times

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Inclusive leadership during uncertain times can involve a number of strategies that help to create a sense of stability, support, and belonging for team members. Some specific behaviors that may be characteristic of inclusive leadership during uncertain times include:

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Is it possible to teach kids to have less bias?

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Schools and other groups have struggled to find an excellent way to deal with diversity issues. Even though research has shown that discussing race, gender, and sexuality decreases prejudice and that avoiding these conversations increases stereotyping, many people still don't believe diversity education can work. What does this mean for diversity training within the context of business? Does it merely inform or create behavioral change?

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Can Your DEI Objectives Succeed If You Don't Pay Attention To Leadership Development?

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The lack of diversity at the top is a problem that many business leaders have acknowledged. However, we contend that the answer is already in front of us all along: rethinking the dissemination of current leadership development options. Leaders can use development programs to lessen bias and more equally progress underrepresented leaders rather than perpetuating a system that rewards individuals we are biased to feel have "potential."

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5 Crucial Areas for Training on Diversity, Equity, and Inclusion

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Diversity, Equity, and Inclusion (DE&I) are becoming more critical in organizations worldwide because of a global pandemic, politics becoming more divided, and movements for racial and social justice. Creating a more diverse and inclusive culture requires numerous matters to work together, like making a long-term plan, getting leadership on board, allocating enough resources, and ensuring that communications, training, and education are coordinated.

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What Brands Can Do to Reach More Diverse Customers Through Inclusive Marketing

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Each generation alters the D&I landscape by redefining diversity through its lens. However, businesses are less likely to stray from their target demographic if they staff their creative departments with a wide range of individuals, actively engage with their target market, and create tales that are true to the brand. Read how branding to diverse people can improve revenue.

The Facade of Anti-Racism Training and White Fragility

The best-selling book by Robin DiAngelo gives white Americans a new approach to discussing race. Do these discussions actually promote equality, or do they continue to make people feel like victims? Do they unduly foster mistrust towards whites fostering perspectives as omnipresent oppressors?

How Diversity, Equity and Inclusion Matter Most Now

Diversity and acceptance are much broader concepts than race, ethnicity, or gender. In addition, other nuances exist in the workforce, such as the presence of people with cognitive disabilities, the fact of people with different thought processing skills, the presence of people from different backgrounds whose behavior, mannerisms, or social skills are evident, and the presence of people from other regions with different beliefs and social roles or ideologies.

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How the Best Managers Recognize and Foster Talent

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Every year, ineffective management costs firms billions of dollars, and too many of them may be fatal. Unfortunately, when businesses make incorrect choices in this area, there is no way to rectify the situation other than to start over from scratch.

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6 Ways You Can Empower Marginalized Groups In Banking

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Even though companies have a great deal of structural and behavioral work to address the practices, processes, and cultures that hold them back, individuals from underrepresented groups can take steps to improve their chances of overcoming hurdles in their organization. Here is how you may assist their empowerment so that they can make significant contributions and advance their careers. It is referred to as self-determination.

How to Deal with Unconscious Bias at Work

Unconscious bias occurs when a person makes assumptions about your character, intelligence, or capabilities based on your appearance, speech, or behavior. The manifestations of unconscious bias can be profoundly affected by factors such as business sector, organizational structure, and geographical location.

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When "I Don't See Color" Hurts Inclusion

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When diversity initiatives fail to gain traction, some companies consider adopting a "colorblind" strategy of treating all employees equally regardless of race or ethnicity. Some may find this method attractive because it avoids the potential for conflict when efforts are centered on categories like race and gender. Many companies' current diversity efforts don't help more women or people of color advance, but they still make white men feel like they aren't being treated fairly, according to some studies. Colorblindness is not the solution, however. It will probably backfire, causing more harm than good to the inclusion efforts it is meant to improve.