Turning the Conversation from Bias to Belonging

Description

Using a learner-centric style, we’ll discuss how companies can utilize their Employee Resource Groups (ERGs) as a leadership development tool to address the gaps in leadership among professionals of color. Since implicit bias intervention has not been found to effect lasting change, working with ERGs can take training to a level of learning that actually works.

There have been many highly publicized instances of companies that have demonstrated a need for unconscious bias training, but they have fallen short. This session will present ways for ERGs to bridge the gap in training and help change the culture of the organization, as well as introduce diversity and inclusion without the negative connotations we’re currently dealing with.

Our session discusses what is more effective at producing lasting change as well as our approach to the topic from one of positivity and what companies are doing right, instead of focusing on what they’re doing wrong.

Diversity and inclusion training and unconscious bias workshops boil down to two main strategies: culture and belonging. If companies can get that right, they will have a fighting chance at creating a culture where women speak up, where allies are supportive and where inclusion truly includes everyone.

One of the session presenters works with Nielsen Company, which is known for tallying data and crunching numbers, so we’ll marry hard data with soft skills to help attendees create buy-in and belonging within their organization.

Learning Outcomes

1. Identify approaches companies can take to integrate diversity and inclusion
2. Assess learning perspective to provide rationale and guidance to achieve sustained benefits from diversity training
3. Gain tools to help ERG and business leaders identify their own approach to diversity