Our webinars and public seminars are an opportunity for your organization to gather with like-minded individuals, whether digitally or in-person, and explore some of the most important topics in diversity and inclusion.
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.
We know that diversity and inclusion are one of the most effective vehicles for achieving meaningful change and a high-performing organization. Webinars are one way we have found that we can shed light on the topics of diversity, inclusion, and how to create positive change.
These webinars are open to those who want to learn more about the importance of creating inclusive workplaces, and you can sign up directly on our website in order to take part. We believe these webinars can help launch diversity and inclusion conversations in organizations everywhere.
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. These 1-day public sessions are for up to 25 participants.
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.