Atlanta Inclusive Leadership Public Program

Atlanta Public Session Pope Consulting

Register Today for Our Next Event!

July 26, 2018 | Atlanta, GA
Cost: $450 Per Person

  • If paying by Check, it must be received 10 days before the session. If paying by Credit, a 3% processing fee will be added to the amount.
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Previous Participant Testimonials:

“Great training. Provided personal insight on my own personal biases and opportunity to reflect on how to become a more inclusive leader. Loved the facilitation approach!”

“Extremely important concepts were presented in a way that was easy to understand.”

“The way that the information was shared created building blocks for us to collectively unpack our baggage. We learned as individuals and class what our unconscious biases are.”

As the U.S. population and workforce have become increasingly diverse and many organizations are global, multinational organizations — so too have the opportunities and challenges for managers.

Talent shortages at management levels and the pipeline are prevalent, managing a multigenerational workforce is commonplace, and there are growing complaints about sexual harassment across industries, functions, and roles. Baby Boomers continue to retire, and there are growing concerns about talent shortages, especially at management levels and its’ pipeline.

While there have been ongoing efforts since the 1970s to increase representation of women and racial/ethnic minorities, most organizations continue to struggle with how to effectively recruit, retain, develop and promote individuals from diverse backgrounds.

The Inclusive Leadership Sessions are designed to assist managers in understanding how to provide the leadership that is needed to achieve meaningful results.

We all have unconscious biases and must learn how to manage and lead despite them, rather than because of them.

Managers today must be willing to examine:

  • Who they hire.
  • Who they invest their time in mentoring (coaching) and sponsoring (advocating and being a ‘way-maker’ for).
  • How they are consistently communicating the importance of creating an inclusive culture for every employee to contribute to their fullest potential.
  • How they hold their direct reports accountable for implementing the organization’s strategy and goals for diversity and inclusion.

Hiring people from different backgrounds create a more diverse workforce, but an inclusive workplace must be intentionally created.

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