Workshops

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'Once-and-done' solutions will not solve your organization's equity challenges.

All of Inclusifyy's workshops are the first steps to setting the foundation for education on diversity, equity, and inclusion in the workplace. To translate any information into knowledge and habit, repeated practice and continuous learning are essential. The insights, tools, strategies, and frameworks shared in our workshops will yield solutions once they are adopted and executed across the following organizational areas:

1. Practice

2. Process

3. Systems Supports

4. Organizational Culture

5. Performance (KPIs)

6. Governance.

These workshops are the beginning and the catalyst of an organization's diversity, equity, and inclusion journey.

We provide the guidance and support your organization requires to make diversity, equity, and inclusion an everyday habit of organizational excellence. 

Anti-Black Racism and Anti-Oppression Taskforce Training Workshop

 

Has your organization recently formed a committee or a taskforce to combat anti-Black racism and other forms of racism?  Then this session is for you. 

 

This bespoke training session is built specifically for your taskforce/committee.

 

It is important for us to recognize and work through the scope of racism.  This workshop takes a systemic and structural approach to dismantling anti-Black racism, and other forms of racism, with a focus on addressing and defining the root causes: Whiteness and White Supremacy.  It is unacceptable to be simply nonracist: To ensure we are not maintaining racist structures and discriminatory barriers that prevent underrepresented groups from thriving in communities, we need to be actively antiracist.   

 

In this workshop attendees will be challenged to first sit with their discomfort in maintaining and supporting structural and systemic barriers. Then, attendees will be challenged to examine ways in which they can begin to counteract their complicity in maintaining racism, focusing on the foundational form of racism: anti-Black racism.

 

Learning Objectives:

  • Understand anti-Black racism and other forms of racism.

  • Understand the roles that Whiteness and White Supremacy play in racism.

  • Understand the role that privilege, and systemic barriers play in racism.

  • Build and foster an anti-racist and anti-oppression workforce and organizational culture.

  • Apply the principles of diversity, equity and inclusion.

  • Guide organizations to building an equitable and inclusive organizational culture.

  • Use the custom-built framework to execute the deliverables.

 

Inclusifyy’s Project Deliverables:

  1. Understand your organizational culture.

  2. Tailored execution framework to guide your taskforce/committee.

  3. Tailored training for your taskforce/committee.

  4. Customized resource guide to supplement learning and growth.

Diversity, Equity, and Inclusion Maturity Assessment Workshop

 

Assessing diversity, equity and inclusion (DEI) initiatives, and moving forward by designing diverse workforces and organizational cultures of inclusion.

 

Effective and meaningful diversity, equity and inclusion practices start at the top levels of an organization, and the responsibility for the success of these initiatives rests with its decision-makers. At the end of this workshop, leaders will have worked through:

 

1. A maturity model to assess the effectiveness of their diversity, equity and inclusion initiatives;

2. Strategies to move forward in building diverse workforces and designing organizational cultures of inclusion and belonging;

3.  Specific areas of focus will be:

  • Practices;

  • Processes;

  • System Supports;

  • Organizational Culture and Characteristics;

  • Performance (KPIs);

  • Governance.

 

Emphasis will be placed on execution/operating plans, the six traits of inclusive leadership, team performance, and understanding the role a cultural reset plays in fostering inclusion.

 

Learning objectives:

  • Diagnose your organization’s diversity, equity, and inclusion performance using Inclusifyy’s Maturity Model built specifically for the private, municipal, federal and public sector organizations.

  • Design & execute strategies to progress from where your organization is currently situated on the Maturity Model. The focus of these strategies is to succeed in having meaningful impact.

  • Build & retain diverse workforces through sustained cultures of inclusion & belonging.

 

Kaizen, Innovation, and Leadership by Design Workshop

How does innovation and Kaizen (continuous improvement) take place in your organization? By design or by chance? Leadership is at the center of any critical engagement and is the heart of driving meaningful and effective change. This session is based on Inclusifyy’s Kaizen, Innovation, and Impact Framework, focusing on the evolving nature of leadership, and how:

  1. Kaizen,

  2. Innovation,  

  3. Leveraging feedback,

  4. Engaging with an entrepreneurial mindset,

  5. Diversity, equity and inclusion intersect to sustain relevance, and maintain organizational cultures of growth by design.

Learning objectives:

  • Execute a four-step Kaizen process to increase productivity and sustainability. This process is based on concepts borrowed from industrial engineering and the Toyota Production System.

  • Design and execute service and process innovation strategies.

  • Execute a four-step feedback process to sustain growth at the organizational level as well as at the individual level.

  • Lead with an entrepreneurial mindset, leveraging: (1) lean start-up methodology, (2) incremental growth, (3) finding and filling gaps, and (4) failing forward.

  • Building a business case for diversity, equity, and belonging practices and its impact on innovation and sustainability.

Anti-Racism and Anti-Oppression Workshop

 

This workshop takes a systemic and structural approach to dismantling anti-Black racism, and other forms of racism, with a focus on addressing and defining the root causes: Whiteness and White Supremacy.  It is unacceptable to be simply nonracist: To ensure we are not maintaining racist structures and discriminatory barriers that prevent underrepresented groups from thriving in communities, we need to be actively antiracist.   

 

In this workshop attendees will be challenged to first sit with their discomfort in maintaining and supporting structural and systemic barriers. Then, attendees will be challenged to examine ways in which they can begin to counteract their complicity in maintaining racism, focusing on anti-Black racism in particular.

 

  

Learning Objectives:

  • Understand anti-Black racism and other forms of racism.

  • Understand the roles that Whiteness and White Supremacy play in racism.

  • Understand the role that privilege and systemic barriers play in racism.

  • Build and foster an anti-racist and anti-oppression workforce and organizational culture.

  • Applying the principles of diversity, equity and inclusion.

  • Guiding organizations to building an equitable and inclusive organizational culture.

Meaningful and Effective Decision-Making Workshop

 

Organizations do not make decisions; people, collectively or individually, do.  So how do we make decisions?  Better yet: how do we make sound decisions that are beneficial not only for our communities and stakeholders, but also for our coworkers?  In this workshop learners will: (1) develop an understanding of meaningful and effective decision-making; (2) identify their decision-making style; (3) identify and develop a decision profile; (4) understand the fundamentals of decision matrices; and (5) learn how to hold two diametrically opposing ideas in their minds to make better decisions.

 

Learning objectives:

  • Develop an understanding for: (1) a leader’s framework for decision-making, and (2) contexts within which decisions are made (simple, complicated, complex, and chaotic);

  • Given that we have different decision-making styles, learners will be able to accurately identify their decision-making style:  Decisive, Flexible, Hierarchic, or Integrative;

  • Identify and develop a decision profile: (1) how well are the variables that determine success understood; (2) how well is the range of possible outcomes predicted; and (3) how centralized is the relevant information;

  • Build and execute a decision matrix;

  • Given that professional responsibilities sometimes conflict with personal values, the learner will leave with tools to choose between right and right (choosing between two ideals), and balancing idealism with the messy reality of a job.

Diversity, Equity, & Inclusion Workshop for Front-line Staff & Contractors

 

Learning objectives:

  • Develop shared language ensuring that managers and staff are aligned;

  • Identify and understand bias;

  • Develop skills and build a toolkit to work with customers from different backgrounds;

  • Build a resilience and self-care toolkit.

“He who is not courageous enough to take risks will accomplish nothing in life.”

-Muhammad Ali

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