Hi, HRx! The following presentations are consideration for our upcoming work.

Proposed Program: 

Establishing Intent in a Results Driven Culture (90-minutes)

Purposeful leadership requires a strong sense of intentionality. In this session, participants will examine the different kinds of diversity, the business case for a more inclusive workplace, and also explore the organizational stage-by-stage process towards fostering a work environment where people with profound differences thrive. Participants will determine where they are in the process, what business outcomes are most relevant and the kind of organizational mindset they aspire to establish as leaders.

Below is the Prezi for this and the following two parts that was given to YVR Airport Authority:

Six Vital Traits for Inclusive Leadership (60 minutes)

Inclusive leadership is promised to be the heart of innovation. It is also the litmus test of any leader's integrity and commitment towards social justice. Failure to demonstrate inclusivity at any level of leadership drives people away, harbours discrimination and normalizes inequity. This session provides a framework for what inclusive leadership is and aims to achieve. This session explores studies on when employees feel included, provides a research-based framework around inclusive leadership, and further examines gender-differences in what male and female employees perceive as inclusive leadership behaviours.

Below is the Prezi used for the Department of Justice: 

Confronting Human Bias and Systems Bias in the Workplace (90 minutes)

At the core of intercultural fluency and inclusive leadership is conscientiousness: a deep understanding of one’s implicit (or personal) bias and the systemic biases that affect all kinds of decision-making. This module is devoted to understanding three key forms of implicit bias that commonly affect workplaces (affinity bias; confirmation bias; and social comparison bias) and leads participants in identifying and sharing examples of unconscious bias in the workplace and other work-related environments. Participants will be required to take at least two Harvard Implicit Association Tests in advance, and will use this module to review the results. Participants will learn what practices and tools are commonly used for recognizing and disrupting unconscious bias in organizational settings (such at committee meetings, hiring boards and talent development), and examine the research around disrupting human bias. This module also explores how removing systems bias ultimately has more impact than addressing human bias.

Below is the Prezi used for the Department of Justice: 

Intro to Intercultural Leadership and Confronting Cultural Bias (60 minutes)

This engaging and interactive session provides a frank conversation about the complex difficulties of leading more diverse and inclusive organizations and/or teams, the intercultural afterthought, and what is required to convert a team’s diversity into innovation. This module covers:

  • The impact of cultural differences
  • The stages of personal change that must occur to formalize an intercultural mindset
  • Developing Intercultural Fluency
  • Whose responsibility is it to adapt?
  • Overcoming the fear of saying the wrong thing

Below is the Prezi used for the Department of Justice: 

Courageous Conversations: Implications of Being a Male Manager (60-minutes; Conversational)

The following segment is a reflection on the other sessions and facilitates a difficult conversation about power dynamics, gender dynamics and what impact the pursuit of diversity and inclusion have had and will continue to have on male managers. This facilitated conversation will explore:

  • How to navigate the perception of male feedback to women;
  • What does it mean to treat everyone with respect, across gender and cultures?
  • What happens when the personality traits of staff don’t align with corporate culture?
  • How to have robust conversations, while holding respectfulness; and
  • The implications of being in a position of power in the workplace.

Below is the Prezi used for the Vancouver Airport Authority:

What does it Mean to be an Ally, for everyone? (60-minutes)

This module provides male leaders with an understanding of how to support the efforts towards greater equity for women, people with disabilities, Indigenous Peoples, people of colour and those who identify as LGBTQ2S+, while also acknowledging that efforts in the past have resulted in making men feel displaced and unwelcome. Using the work of Anne Bishop, one the world’s most prominent authors on being an ally, this segment examines the barriers for women and people of colour, and the often under-explored role of white men in championing a more inclusive workplace. Building upon the other modules, this session empowers male leaders with the language to be able to talk about their own male privilege in a way that is non- threatening and disrupts resentment.

Below is the Prezi used for the Vancouver Airport Authority:

Cultural Change Towards Greater Inclusion of People with Disabilities (60 minutes)

This workshop is focused on analyzing the pathway through various stages of recruitment and professional advancement and their impact on the successful hiring and retention of people with disabilities. This activity-driven session brings together the previous content around cultural differences and implicit bias, and examines the assumed benefits and potential hazards of self-identifying as a person with disability, especially as it might pertain to performance evaluation.

This session will also cover concrete recommendations for fostering an environment that is inclusive, sensitive, flexible and forgiving for both people with disabilities and able-bodied staff.

Below is the Prezi used for the Department of Justice focused on People with Disabilities: