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.
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.
As the pandemic has made all of us reflect and re-evaluate many aspects of our lives, I started to think more about our relationship to work.
On a recent trip to Asheville, NC, I saw many help wanted signs. The service industry is desperate for employees, but they are not alone. White collar workers are leaving their jobs in droves as well. HR Magazine from the Society of Human Resource Management had a cover article on what’s being called “the great resignation.”
With Labor Day just around the corner, I became curious about the origins of the holiday and I wondered how labor has changed. I did a quick search and read this excellent article:
It seems that the incredible toil that our forefathers, and foremothers, endured has been softened and lightened. Significantly shorter work hours, much improved working conditions, additional paid holidays, and more interesting work have all been the result of industrial, economic, and technological advances. The world of work has evolved for sure!
The results are a drastically better work life for almost all workers, across all industries. So why is there a “workplace tsunami”? And can we make work even more reasonable and rewarding? Mental burnout and fatigue is different from the fatigue that comes with manual labor, but it is real and needs to be addressed.
I encourage employers to develop programs and policies that support the following:
- Part-time work for all, even professional staff, that offers opportunities for leadership and advancement
- Additional paid vacation time
- Flexibility in business hours to make medical appointments, child care, and avocations more accessible
- Paid and unpaid sabbatical opportunities
- Remote work, drawing on a labor force located in different parts of the country and world
- More consultancy and specialized assignments performed by outside vendors and suppliers
Today’s workers want work to be a part of their lives, without consuming their lives.
Whether you are picnicking or pondering this Labor Day, I hope that you will pause for a moment and give thanks for the improved working conditions that those who came before us have created for our future. May your work provide both a reasonable income as well as intellectual stimulation and fulfillment.