Search Course Catalog (195 Courses Found)

New Micro-Learning! Explicit bias refers to the attitudes and beliefs we have about a person or group of people on a conscious level. We know these biases exist. We are conscious of them. When people perceive their biases to be valid, they are more likely to justify unfair treatment – which has negative impacts on the target of the bias as well as the entire organization.

New Micro-Learning! Do you find yourself cutting corners when it comes to selecting team members? Meaning... do you find yourself taking the easy way out by just selecting team members who are more like the existing team members or yourself? If you answered yes to either of these questions, you may be losing out on new insights and ideas that could maximize your team performance and organizations bottom line.

New Micro-Learning! Assistance is about making sure we've got what we need to do the job and it is not just a management function. If someone is dependent on you for something, or if you've got some knowledge that's going to help someone get his or her job done - you've got to offer assistance. And, if you need something, you need to ensure you ask for it.

New Micro-Learning! Over the last 30 years or so, we've paid a lot of attention to overcoming the past exclusion of women and minorities in the workplace. But we don't give a lot of thought as to how those changes have affected white men. It's easy to see how the focus on minorities and women has caused many white men to worry about discrimination. And sometimes those concerns were justified by inappropriate actions taken to meet hiring goals.

New Micro-Learning! Stereotypes are over-generalized beliefs about a particular category of people. Stereotypes are generalized because one assumes that the stereotype is true for each individual person in the category. Everyone within an organization has a responsibility to ensure that the work culture promotes a professional work environment by demonstrating appropriate behavior.

New Micro-Learning! In the workplace, we need to understand how controversial issues outside of the organization can affect internal working relationships and productivity when we start voicing our personal opinions in the midst of a culturally diverse workforce.

New Micro-Learning! Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. You may even be asking yourself, how can we get past potential bias and get the right talent in the door? And how do we keep them once we have them?

New Micro-Learning! Making assumptions about others is a natural way of interacting with each other. But, assumptions can have a negative effect when it comes to hiring. In this course, we will explore how unconscious bias, or assumptions can prevent you from finding top talent for the roles you are trying to fill.

New Micro-Learning! Traditionally, kindness has often been considered a weakness in the world of business. Everyone knows you can’t be successful climbing the corporate ladder by being touchy-feely or… even nice, right! Fortunately, being kind has nothing to do with being weak… actually… it has everything to do with strength!

New Micro-Learning! When it comes to encouraging inclusion in the workplace, terminology and vocabulary around world religions play a key role. Using derogatory names given to certain groups and people can perpetuate bias and stereotyping.

New Micro-Learning! When it comes to encouraging inclusion in the workplace, terminology and vocabulary play a large role. Using derogatory names given to certain groups and people can perpetuate bias and stereotyping.

Bias is something we all have, and by itself, it is neither good nor bad. Bias are the attitudes or stereotypes that affect our understanding, actions, perceptions and decisions.

It is important that we understand our hidden biases and stereotypes in order to foster effective teamwork. We often do not realize how these biases and stereotypes impact how we interact with others. Before you can avoid bias and stereotyping people in the workplace, you need to understand what they are.

Having fun at work is okay, but playing to stereotypes - even when it’s meant as just a joke - isn’t funny. It could be perceived as ridicule, and if that happens, it could be seen as creating a hostile environment.

Creating a welcoming and supportive healthcare environment for all LGBTQ patients is a critical part of patient-centered care. Getting to know your patients, including aspects of their sexual and gender identity, behavior, and desires is key to providing quality care.

It's up to us to take advantage of our differences to help make us more productive and more successful. To do that, we have to make an effort to recognize and respond to situations where coworkers or customers don't feel respected. It’s not easy but it’s certainly worth the effort.

Incivility can quickly turn into workplace harassment… creating an environment or climate of ridicule and disrespect - in which harassing behaviors are tolerated.

In America, individual rights are often valued over the rights of society, but what many Westerners do not realize is that more than two thirds of the world’s population comes from cultures that value collective rights over the rights of an individual.

Creating an inclusive team environment that values diversity helps you achieve your organization’s goals – both cultural and financial! Diversity awareness and inclusion means recognizing and responding to the needs of various groups within the workforce to improve working relationships.

Millennials share some characteristics that set them apart. Understanding how these core characteristics influence their behavior and who they are will help you recruit, engage, and retain this workforce.