1. Discover the definition of psychological safety, a climate of interpersonal trust and mutual respect where team members feel safe to take risks and express themselves. 2. Learn the value of embracing risks and engaging in productive conflicts to foster innovation and problem-solving. 3. Understand how to collaboratively create and adapt team norms that promote open communication and mutual respect. 4. Delve into how psychological safety can enhance the effectiveness of diversity and inclusion efforts, leading to better team outcomes and a true sense of belonging. 5. Implement practical steps such as affirming meeting practices, transparent communication about business developments, and collaborative setting of behavioral expectations.

Factors that Undermine Organizational Trust DEI Online Training Course Includes These Five Sections: (1) Introduction to Trust and Its Importance in Organizations: Understand the foundational role of trust in high-performing teams. (2) Identifying Trust Eroders: Learn to recognize common behaviors and attitudes that undermine trust. (3) Stereotypes and Microaggressions in the Workplace: Explore how these issues manifest and strategies to address them. (4) Building an Inclusive Culture: Practical steps to create an environment of mutual respect and understanding. (5) Sustaining Trust: Long-term strategies to maintain and reinforce trust within your organization.

Awareness of Implicit Bias: The series is designed to educate people leaders about the nature of implicit biases and how these biases can manifest indifferent aspects of the employee life cycle, such as recruitment, performance evaluation, and promotion. Leaders are encouraged to recognize and address their own biases through real-world scenarios. Identifying and Mitigating Bias: This series helps leaders identify specific types of bias, including the Halo/Horns Effect, Affinity Bias,Contrast Effect, Potential Bias, and Anchor Bias in everyday workplace interactions. By doing so, it empowers leaders to mitigate these biases when making decisions regarding hiring, performance evaluations, and sponsorship. Inclusive Hiring Practices: The series promotes equitable hiring decisions by highlighting the risks of subjective criteria such as "best fit" or personal affinity, which can prevent the most qualified and diverse candidates from being selected. It provides practical steps to reduce bias in recruitment and emphasizes the importance of aligning with organizational cultural characteristics. Performance Management and Evaluation: The series teaches leaders how to conduct fair and objective performance evaluations by relying on data and clear standards rather than comparisons between employees. It also emphasizes avoiding biases that may skew evaluations, which can impact team morale and diversity. Fostering Belonging and Inclusion: The scenarios encourage leaders to create an inclusive workplace culture where employees from diverse backgrounds feel valued and supported from onboarding through their career development. Leaders are guided to make workplace norms and expectations explicit to prevent unintentional exclusion. Leadership Development and Sponsorship: The learning series emphasizes equitable leadership development by addressing potential biases that might limit sponsorship opportunities for certain employees. It encourages leaders to offer growth opportunities based on potential and performance, rather than subjective factors, ensuring diverse representation in leadership pipelines. Data-Driven Decision-Making: The Mitigating Bias series promotes the use of objective metrics and data analysis to inform decisions and evaluate biases that may exist in decision-making patterns. This focus on transparency in leadership decisions helps ensure fairness across the organization. Collaboration and Continuous Learning: The series encourages collaboration and continuous learning, urging leaders to seek feedback from peers and engage in ongoing diversity, equity, and inclusion (DEI) education to refine their approaches to inclusive leadership and decision-making.

Neurodiversity in the Workplace Includes These Six Sections: Understanding Neurodiversity: Gain foundational knowledge about what neurodiversity means, including conditions like ADHD, Autism, and Dyslexia, and why it matters in the workplace. Communication for Inclusion: Learn strategies for effective communication that accommodate neurodiverse perspectives, enhancing understanding and reducing misunderstandings. Empathetic Leadership: Discover how leaders can develop empathy and support systems that recognize and utilize the strengths of neurodiverse employees. Creating Supportive Environments: Explore how to design workspaces and workflows that accommodate neurodiverse needs, helping individuals thrive. Leveraging Neurodiverse Talents: Understand how to harness the unique skills and perspectives of neurodiverse individuals to drive organizational success. Building Inclusive Teams: Learn the importance of creating teams that value diverse thinking styles, fostering a culture of innovation and inclusivity.

The Business of Inclusion DEI Online Training Course Includes Three Sections: (1) Introduction to DEIAB: Clear definitions and explanations of the core principles. (2) Business Impact: Statistics and real-world examples demonstrating the benefits of inclusive practices. (3) Strategic Implementation: Practical steps for integrating DEIAB values into your workplace culture. Enroll in this DEI course to gain the knowledge and tools necessary to create an environment where all team members feel valued and empowered. This transformation not only enhances employee satisfaction but also drives innovation and growth.

1. Understanding Conflict in the Workplace Recognize that conflict is a natural and necessary part of any workplace community. Understand the different ways conflict can manifest and its impact on individuals, teams, and organizations. 2. Building Awareness of Conflict Styles and Their Impact Identify four primary conflict styles: explosive, passive-aggressive, avoidant, and constructive. Understand the consequences of different conflict styles on team dynamics and workplace culture. Recognize the value of conscious conflict, which seeks to challenge harm while maintaining community. 3. Exploring the Relationship Between Conflict, Identity, and Impact Examine the concepts of intent versus impact in conflict situations. Understand that even well-intentioned actions can cause harm. Recognize that everyone is capable of both committing and experiencing harm. 4. Navigating Conflict Constructively Learn how to engage in conflict in ways that foster trust, inclusion, and psychological safety. Develop skills to address conflict directly rather than avoiding or escalating it. Understand the concept of calling-in, a practice of addressing harmful behavior while keeping individuals in community. 5. Recognizing and Addressing Microaggressions Define microaggressions and explore their different types (microinsults, microinvalidations, microassaults, microinequities). Understand how microaggressions can create hidden conflict in the workplace. Reflect on personal experiences of committing and experiencing microaggressions. Learn how to identify and address microaggressions to promote an inclusive culture. 6. Cultivating Psychological Safety and Belonging Define psychological safety and its role in fostering open and constructive workplace dialogue. Explore strategies for creating a culture of inclusion, belonging, and accountability. Understand the Inclusion Dial and how organizations can move from safety to welcoming, celebrating, and cherishing diverse perspectives. 7. Committing to Conscious Conflict Practices Make personal and team-based commitments to engage in conscious conflict. Develop strategies for addressing identity-based harms like microaggressions. Implement organizational practices that support conflict resolution and long-term inclusion. 8. Practicing Accountability and Community Building Recognize the importance of community accountability