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The wildly popular Diversity 101™ describing the core components of diversity and inclusion in the workplace. Streaming course version.

Our wildly popular Diversity 101™ interactive course takes a fun, creative and interactive approach to describing the core components of diversity and inclusion in the workplace. This powerful, new course features 8 entertaining vignettes that tackle deep diversity, inclusion, equity and respect topics.

Tackling the 'hard to discuss' issues of respect, inclusion and diversity in the workplace, this course will provide your employees with the tools they need to understand and manage their behavior as it relates to others in the workplace. Use the M.E.E.T. model for managing diversity dynamics while emphasizing inclusion and respect.

Every employee deserves to be treated with dignity and respect, regardless of their background or identity. Anti-discrimination laws (e.g., Title VII of the Civil Rights Act, the ADA, and others) make it illegal to discriminate, and violations can result in legal penalties. Workers who feel valued and included are more motivated and committed to their roles. Inclusive environments foster better teamwork and cooperation by encouraging mutual respect among colleagues. And... discrimination lawsuits can lead to costly settlements, fines, and legal fees. Investigations and legal disputes can disrupt business operations and damage morale.

Accessibility is the practice of creating an environment where all employees, regardless of their physical, cognitive, sensory, or other disabilities, can fully participate, perform their job responsibilities, and access opportunities on an equal footing with others. Accessibility aims to eliminate barriers that may prevent individuals with disabilities from being productive or fully integrated members of a workplace.

Allyship in the workplace refers to the active and intentional efforts of individuals, often from a position of privilege or influence, to support, advocate for, and stand alongside underrepresented or marginalized groups.

It's easy to see how the focus on diversity, equity and inclusion has caused some white men to believe they have fewer opportunities. But the fact is that laws on fairness and equity apply equally to everyone. Efforts on the part of organizations to expand their race, gender, and ethnic diversity can’t legally, unfairly disadvantage any group. White males are protected by these same laws and have the same rights as everyone else.

Bias can exist among people who appear to be members of the same group. Sometimes it’s not about one type of bias but more about the ways in which biases can overlap. Inclusion is about encouraging and listening to ALL voices. When ideas are dismissed or discouraged, or when there are negative consequences for speaking up, we miss opportunities for innovation and problem solving. This is everyone’s responsibility.

Being an outsider can happen to any of us... at any time. It can happen based on occupation, tenure, age, gender...the list goes on and on. When there are race or cultural differences the points of connection may not be easy, reactions may be more intense, and misunderstandings are more likely to occur. Inclusion is all about intentional acts that build connections and strengthen relationships. So, to beat inequities at work, we must be intentional about inclusion. It’s what makes diversity work.

Racial bias can be hard to spot. It shows up in our society and everyday interactions in ways we often don't realize. One common form is microaggressions. These are subtle, sometimes indirect, and often unintentional behaviors that send negative or hostile messages based on race. They can be things we say or do without even realizing the impact they have.

Encouraging respect for ourselves and others does not mean failing to recognize our differences (race, religion, etc.) when they affect our understanding of a situation, our impact on others or our relationships. No matter how you may feel as an individual, color consciousness exists in our society and is the lived experience of many people.

Title VII of the Civil Rights Act lays out specific protections for all employees. Racial, ethnic and religious epithets and other expressions of bias are more common than we realize. Organizations must protect their employees and make it clear that these behaviors are unacceptable wherever they come from, including customers.

Health equity is not just a health care issue; it’s a fundamental aspect of social, economic, and human justice. By prioritizing health equity, we can create healthier, more inclusive communities where everyone has the chance to thrive and contribute. Addressing inequities benefits individuals, strengthens public systems, and builds a better future for society as a whole.

In recent years, the conversation about diversity and inclusion has expanded to encompass not just racial and gender identities but also personal expressions of culture and identity. One significant piece of legislation making waves is The CROWN Act, a landmark law designed to protect individuals from discrimination based on their hair texture and natural hairstyles. The CROWN Act stands for “Create a Respectful and Open World for Natural Hair.” For many, the Crown Act is more than just a legal mandate; it's a vital step toward acknowledging and respecting cultural diversity in the workplace.

Under federal law, discrimination based on sexual orientation is prohibited. Additionally, many states and local jurisdictions have laws that offer extra protections against harassment and discrimination based on both perceived and actual sexual orientation. In these areas, such behavior can lead coworkers to face legal consequences, including potential hostile environment harassment lawsuits.

A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities.

Communication is essential when it comes to the workplace. So, addressing miscommunication quickly and respectfully is key to maintaining our workplace relationships. When we have generational differences, it’s easy to have misunderstandings and miscommunication… because we won’t all communicate in the same way. To be inclusive, we must be willing to listen to others and their perspectives and make adjustments with the intention of staying connected… especially as we cross generations.

Some say leaders are born. Others feel leaders are made. Regardless, leaders must understand that if their style is creating friction or impacting employee engagement, it's time to consider changing the way they lead. The leader’s role is typically well defined. Managers and supervisors are in the organization to engage their staff - and to foster a culture which balances and attends to both…the work and the people.

Let’s face it, treating people differently in employment, based on things like age, can be unlawful. Bias based on age is a reality – and can be subtle or blatant. Ageism in the workplace has to do with people being discounted because of their age. This happens when someone is seen as too young or too old to tackle a specific task or requirement.

Inclusion 101™ is designed to help you recognize and respond to the diversity and inclusion dynamics that are often grounded in individual and cultural differences. This interactive course will assist you in dealing effectively with the individual and cultural differences that impact relationships with co-workers, customers and others that are critical to the success of your organization.