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? 

Caroline worked as a professional in an office in Charles Town, West Virginia. Once day when talking with a client, out of the blue the client said, “… and those stupid West Virginian hillbillies.” Caroline, who was actually from rural West Virginia, could feel her face getting red. Without thinking, she immediately stood up, looked at him and said, “You know, you’re looking at someone born and raised in West Virginia right now. I’m very offended by your statement, and I think this meeting is over. Have a good day.”  

The client walked out, rather stunned. The organization lost the account based on Caroline’s comment.

Questions:

• What should happen to Caroline?

• What factors might have allowed the client to make the comment?

• What should Caroline’s manager do?

• What should the HR director do?

• What should the CEO do? 

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.