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.
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.