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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.

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.

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.

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.

Diversity 201™ is designed to help you continue to recognize and respond to the diversity and inclusion dynamics that are often grounded in individual and cultural differences. This course provides a deeper dive into diversity situations and will assist learners in effectively tackling the individual and cultural differences that impact relationships with co-workers, customers and other stakeholders that are critical to the success of your organization.

There is a real danger that comes from making assumptions based on one aspect of a person - such as their name. We all want to be seen as a whole person and our name is just one part of who we are. This type of bias can be very subtle, and we may not even realize it’s even there. When we make decisions, like hiring, based on just the name of a candidate, we exhibit bias. We should instead look not for culture fit but for a culture add – what a person can bring to the team.

A stereotype is a widely held, simplified belief about a specific group on the basis of sex, gender identity, race and ethnicity, nationality, age, socioeconomic status, language, and so forth. Stereotypes are deeply embedded within social institutions and wider culture. One important thing to remember is that we need to judge people based on their skills and abilities, not a preconceived stereotype, assumption, or bias.

Stereotypes and biases have not place at work. They can (and do) creep into our conversations and influence our actions. When we hear or witness these types of statements, we need to speak up and drive conversation around the impact (even if the intent was not to hurt a co-worker). If we don't, they can easily lead to misunderstandings and reinforced stereotypes. Speaking up is an important part of creating and maintaining a respectful work environment.

Our workplace is full of employees with valuable life experiences and ideas. It’s important to recognize and appreciate the knowledge, perspectives, and experiences that team members of all ages bring to the table. This course explores how a manager deals with an unexpected derogatory comment directed towards a fellow employee regarding their age.

Stereotyping is an all-too-common problem in the world today and is absolutely unacceptable in our organization. However, that does not mean it doesn’t still happen. We must listen to and validate our employees concerns and act on them. Doing anything else might lead to deeper issues – up to and including legal & compliance impacts.

New Micro-Learning! Racism fosters a divisive work culture that undermines morale, teamwork and productivity. In the workplace, racism most often manifests itself through microaggressions, which are indirect, subtle or even unintentional acts of discrimination against others – often taking the form of stereotypes. Portuguese-Brazilian version of the "TrainingBriefs® Understanding Racism (Key Terms)" course.

New Micro-Learning! We all know the definition of bias, right? It’s the negative or positive assumptions usually applied to groups of people. It can be blatant (also known as explicit) or subtle. It can also be unintentional and unconscious. Microaggressions tend to be the everyday, subtle interactions or behaviors that communicate some sort of bias toward another person or group. They can be intentional or unintentional and sometimes even well-meaning. Portuguese-Brazilian version of the "TrainingBriefs® Understanding Microaggressions" course.

The impact of unconscious bias means that we are acting a certain way towards people or circumstances without realizing it. Although people may think conscious bias is worse because it is a conscious decision we are aware of, both can be detrimental, especially in the workforce. When unconscious bias affects our decisions, we are unaware of it, because it happens outside our control.

This new course has been designed to provide all employees with practical, inclusionary skills for recognizing and responding to tough situations they may face or witness within the workplace after a health scare or pandemic. After all, inclusion and respect are all about people having a sense of belonging; it gives people the feeling of being welcomed, respected, valued and treated fairly for who they are and what they bring or contribute to the organization.

It's important to recognize that diversity, equity and inclusion go beyond race, gender, ethnicity, etc. They can and often do involve differences in organizational culture, including work styles and schedules, geographic and time-zone differences, occupations, and working on virtual teams.

Biases are the attitudes or stereotypes that affect our understanding, actions, perceptions and decisions. Going deeper, bias also refers to the persistent, harmful, and unequal treatment of someone based solely on some characteristic they possess or their apparent membership in or identification with a particular group. Stereotype is often defined as a generalized belief about a particular category of people. An example of a stereotype might be “All Asians are good at math.”

We all know the definition of bias, right? It’s the negative or positive assumptions usually applied to groups of people. It can be blatant (also known as explicit) or subtle. It can also be unintentional and unconscious. Microaggressions tend to be the everyday, subtle interactions or behaviors that communicate some sort of bias toward another person or group. They can be intentional or unintentional and sometimes even well-meaning.

Racism fosters a divisive work culture that undermines morale, teamwork and productivity. In the workplace, racism most often manifests itself through microaggressions, which are indirect, subtle or even unintentional acts of discrimination against others – often taking the form of stereotypes. Awareness is key to understanding how racism impacts each of us. The key terms covered in this course are the starting point of that understanding.