Module 1. Engagement This module lays the groundwork for linking diversity and inclusion to performance and employee engagement. It explicitly addresses the need to leverage diversity to business results, and does so through an interactive process based on the experience of the participants. This is a powerful experience for any participant who may be cynical or jaded about diversity, as it establishes relevance of participant’s unique experience. It also established relevance of both managerial behaviors and employee behaviors. It explains why they are here, and provides answers to the question “what’s in it for me?”
Module 2. Leadership Inclusion and Performance This course defines diversity and inclusion, and differentiates it from EEO and Affirmative Action. It clarifies the three dimensions of diversity (human, cultural, and structural) and reinforces that diversity means all employees of the organization. The course focuses on laying the groundwork for linking diversity and inclusion to performance and employee engagement. The course is grounded in the current research on diversity and inclusion, and addresses the reality that bias, and culture can create challenges which must be managed to create inclusive environments. Additionally, the course discusses the links between bias and culture and the existence of potential employment barriers in the organization. It works through the employee life cycle with concrete and real examples of how policy can convert to practice in ways that may accelerate the progress of some groups and decelerate the progress of other groups. Finally, the course identifies specific leadership competencies necessary to create inclusive environments. Module 3. The Business Case This module is a highly interactive and very popular approach to building the business case for diversity and inclusion. It uses polling technology based on well crafted questions designed to stimulate discussion among the participants. In this way, the business case is revealed to the participants as they discuss topics relevant to them and to their organization. Guided by knowledgeable facilitators, and based in facts, not folklore, this module is adapted to each client, using both the general business case (talent management, retention, productivity, creativity) but also the explicit business case for the client. The demographic transition in the workforce is addressed here, as are any relevant strategic issues facing the organization.
Module 4. Recruiting Diversity This module is designed specifically for organizational recruiters and addresses how unconscious bias can flow through the recruiting process on both an individual and organizational level. Unconscious bias in interviewing and selection processes is discussed and specific strategies for reducing personal and organizational biases are discussed. The module can be taught as a stand-alone class or as a part of a larger offering. Module 5. Cross-Cultural Mentoring This module is designed to provide information and support to mentoring teams where the mentor and protégé may have significant human or cultural differences. These teams have been shown to be highly effective in the retention and promotion of diverse employees as well as providing insight to senior leaders about the organizational climate. However, they are also very difficult to manage and need additional support.
Module 6. The Psychology of Unconscious Bias This module establishes definitions for bias, stereotypes, prejudice, discrimination, privilege, social identity stereotype threat, micro-aggressions, and other issues of social identity. This is a lecturette, and remains at a cognitive versus an experiential level. The focus is on definitions, and research, and is designed to permit discussion, but does not require transforming or uncomfortable discussions from the participant. This module is useful in addressing bias when time is limited an experiential work is not advisable for the client. Module 7. The Logic of Behavior Highly interactive and engaging, this module addresses the subconscious nature of bias by allowing all participants to experience the impact of minority status in an organization regardless of their race, gender or ethnicity. Participants are able to link logic to behaviors that are generated by being in minority status and link those behaviors to performance and inclusion. This module can also be combined with Module 9, The Psychology of Unconscious Bias for a ½ day training module.
Module 8. Cultural Competency Designed as an overview of the impact of culture on organizational performance, this module established definitions of organizational, national, group, and gender cultures. It clarifies that individuals can function within multiple cultures, and that we bring all those cultural norms with us to work. It established the impact of cultures on behavior, and provides tools for identifying when culture may be at the source of organizational conflict. This module includes a personal assessment, wherein participants will be able to identify the impact of culture on work styles and its implications for leadership. They will learn how organizational, personal and ethnic cultures intersect and how inclusion on all levels is required to leverage the business results required from a diverse workforce.
Module 9. Gender Culture This is popular and lighthearted look at the existence and transmission of gender cultures, based on solid research. Through video and discussion, the participants understand the impact of gender cultures on communication, and develop skills to identify and cope with communication differences.
Module 10. Working Across Generations This course discusses the impact of “stage of life” issues on the workforce and addresses the challenge of working across generations. It covers the theory of “generational diversity” but also addresses the research that supports the state of life theories. Managerial strategies are the focus, with a desired outcome of better understanding and management of all groups.
Module 11. MD 715 Training Designed for Federal clients, it provides an understanding of the requirements of MD 715 and how it bridges EEO and Diversity. The course covers all the requirements of MD 715 including step-by-step “how-to” instruction on the analysis required as well as writing a correct and cohesive report.
Module 12. How to Identify and Remove Organizational Barriers This segment is designed for non-EEO participants who participate in Barrier Removal Teams. It illuminates how policies, procedures, and practices can create unintended barriers for some employee groups and accelerate the progress of other employee groups. Managers will learn how to address both “what” the organization looks like, but also “why” the organization looks like it does. It also will address the nature of institutional bias. It is highly interactive, uses the organization’s own MD 715 submission, and teaches participants how to investigate the root cause of barriers.
Senior Executive Coaching The CulturePoint team provides executive and D&I specific coaching to senior executives.
Strategic Issues The CulturePoint team designs and facilitates group work with clients around the strategic diversity and Inclusion issues that are of concern to the client. Personal Responsibility & Organizational Efficacy The skills to work effectively on diverse teams are not just required of leaders, but of all employees, at all levels, from the first day they join your organization. In this course we focus on personal responsibility and the requirement for each individual to take responsibility for their own inclusion. We examine strategies for success at all levels, and the power of being committed to the success of others. Diversity and inclusion competencies are taught, with hands-on experiential exercises scaled for the level of the employee.
Consulting CulturePoint has a team qualified in 360 assessments, Meyers Briggs assessments, as well as numerous other leadership assessment tools. We have experience in developing leadership development programs scalable to all levels in organizations. Training We offer a full range of human resource management modules, including Linking Goals to Organizational Strategy, Monitoring and Documenting Performance, Delivering Effective Feedback, Crafting and Delivering Constructive Performance Reviews, Leading Geographically Dispersed Teams, Managing Poor Performers: Up or Out, Effective Interviewing, Getting Hired, Hiring the Right Applicant, Fair Employment Rights and Responsibilities, Sexual Harassment Prevention, Workplace Violence, Mitigating the Effects of Bias, Developing and Delivering Dynamic Presentations, Crafting Effective Written Communication, Team Building, Action Learning, Conflict Resolution