In order to create a respectful and inclusive culture, organizations need to provide regular diversity, equity, and inclusion (DEI) training. But once you have had that basic training, how can you mix it up and make it relevant year after year?
At Concordia Consulting, we have found a way! We have adapted actual situations that we have been asked to remedy by changing them just enough to protect those involved. Then we implement the scenarios using a case-study approach to bring our training to life.
Want to try one?
Edgar, a white male board member of a nonprofit organization, repeatedly asked Lucia, a Latina woman serving on the same board, where she went to college and if he could see her resume. Edgar had never asked anyone else on the board for similar information. Lucia has her PhD in the same field that this organization represents and she is a full professor at the University of Virginia. In terms of education, Lucia is probably the most qualified person on the entire board.
Lucia resigns from the board saying, “Forget it! I’m tired of being questioned. I don’t need this.” Now half of the employees of the organization want to quit because they don’t respect their board.
Other factors include the organization’s public communications asserting a strong position on DEI — and the fact that Edgar donates almost 5% of operating revenue.
- If you were Lucia, how would you respond to Edgar about your treatment?
- How would you respond if you were a board member and witnessed the different way Lucia was treated from the rest of the board?
- As a member of the organization, what could you do about this situation?
Please let me know how you would deal with this scenario, as well as how effectively you think your organization might handle it. We will be sharing similar situations in the months to come. If you would like facilitated training with us, we will customize a program specifically for your organization’s circumstances and culture.
Like everything else, there are many different opinions on just how much water you should be drinking. Health experts commonly recommend eight 8-ounce glasses each day, although some believe that you need to sip water constantly throughout the day, even when you’re not thirsty.
This week, I have an activity for you…
‘When You Drink the Water, Remember Who Dug the Well’ – Chinese Proverb
Of course, I am not literally asking you to research where your drinking water comes from. Instead, I would like you to recognize the elements and processes that allow you to enjoy that water (or coffee, or tea, or other favorite beverage!). From there, take some time to think about all those who have been a blessing in your life, whether in big ways or small.
Perhaps your parents, a special teacher, a mentor, colleagues, or friends have had a deep and meaningful impact on your life? What about the grocery store clerk, restaurant worker, or delivery driver? Did they bring a smile to your face or make your day run just a little more smoothly?
How can you let them know how much you appreciate their efforts? Maybe while their names are fresh on your mind, mail a card or send a text that puts actions to your thoughts.
Remember, you’re drinking from the well they dug!
In order to create a respectful and inclusive culture, organizations need to provide regular diversity, equity, and inclusion training. But once you have had that basic training, how can you mix it up and make it relevant year after year?
At Concordia Consulting, we have found a way. We have taken real examples of situations we have been asked to remedy and have changed them just enough to protect those involved. Then we use the situations in case study format to bring our training to life.
Want to try one?
During a meeting a client starts his comments by saying, “Millennials and their horrible progressive ideas about business…”
- As an attendee at the meeting, is there anything you could do in the moment?
- After the meeting, is there anything you could or should do?
Please let me know how you would deal with this, as well as how effectively you think your organization might handle it. We will be sharing these situations in the months to come, and if you would like facilitated training with us, we will customize them for your organization.