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?
Emily was working for a county executive when a judge asked to meet with her at 4:15 p.m. As the two talked, Emily noticed some of the staff leaving since it was the end of the work day. It was already a skeleton staff as many colleagues were working remotely. Emily said that she needed to go for the day, but the judge replied, “Wait just a little. Let’s talk a bit longer.” So Emily and the judge continued to talk, and soon all the colleagues were gone and the lights were dimmed.
Then Emily said, “Well, I really do need to go now.” As they were walking toward the door, right before Emily got to the open door to leave the office, the judge reached ahead of her and shut the door. Emily turned around, and the judge pushed her against the door and kissed her. Emily put up her hands, pushed him away, and said, “No.” Without another comment Emily just walked out and left. Emily never discussed the encounter with anyone, including her immediate boss.
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.