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? 

Ava was conducting an all-day strategic planning session with her organization. Eleven members of the management team and the CEO were in the room. During a break, lunch arrived for the group and the receptionist began unpacking the food. The CEO said, “Did we order that veggie junk for Arjun?” Everyone, except the CEO, was uncomfortable. Nothing was said, although some participants made an awkward laugh. Fifteen minutes later referring to the Indian spices, the CEO said, “What is that horrible smell? Oh, I know, it’s that Indian stuff,” and he rolled his eyes. Again, the group stayed silent.  

Questions:

• As a member of the management team, how should you handle this situation?

• As an attendee at the meeting, is there anything you could do in the moment?

• If you were Arjun, how would you have handled the comments?

• After the meeting, is there anything you could or should do?

• What further actions, if any, should be taken?  

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.