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?

Kanieka attends graduate school at Stanford with her friend Will. Kanieka is from South Los Angeles, and Will’s family lives in Beverly Hills. Over the winter holidays, Will invited Kanieka to a dinner party hosted by his parents. Every time Kanieka was introduced, her hometown was mentioned.

The guests asked Kanieka multiple times how she knew Will, and seemed incredulous that she was attending Stanford with him. A few asked where she went to high school, and when she responded, they were surprised they hadn’t heard of it.

While seated at the table with all the guests, Will’s mom asked Kanieka what her SAT scores had been. 

Questions:

• If you were Kanieka, how would you have handled the questions being asked at the dinner party?

• Have you ever experienced something similar, or witnessed someone else being treated in this way? If so, how did you respond?

• If you were a bystander at the party, would you intervene? How?

Have you ever witnessed a similar situation in your organization? 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 experiences 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.