Diversity and inclusion is one of the most important topics today because a work environment that values diversity is likely to boost innovation, productivity and growth.
In an inclusive culture, barriers (stereotypes and biases) to cross-functional collaboration can be recognized and removed and innovation fostered. Inclusive companies are attractive to people with distinctive skills and encourage diverse perspectives to bring out individual and team accountability. New generations also evaluate companies on their commitment to inclusion and promotion of sustainability in human resource management.
The challenge is to go beyond business, generating value that is also social, where people are motivated to seek diversity as a source of individual improvement and performance.
Methodology
The course will be delivered in an interactive mode and will alternate between practice, sharing and lecture moments aimed at acquiring applicable tools.
Goals
– Learn how D&I benefits attract talent, improve innovation, brand reputation, and enhance financial performance
– Examine potential barriers to diversity and inclusion
– Characteristics of a D&I strategy
– Creating and/or adapting cross-functional processes based on inclusion
– Fostering a culture of inclusion
– Improving individual and group performance through a heterogeneous/cross functional team and the enhancement of all resources
– Knowing and coaching tools to improve the level of inclusion
– Distinguishing biases and stereotypes to design and implement solutions.
Program
– How D&I impacts people’s well-being and productivity Contents
– Defining D&I
– D&I in the world: data and success stories
– Identify and eliminate barriers through knowledge
– How to design an inclusive strategy
– D&I strategy: characteristics and methodology
– Stakeholder Matrix: identifying key stakeholders in the strategy
– Empathic leadership as a lever for the dissemination of D&I strategy
– Cross-sectional teams/teams with heterogeneous skills as pilots for inclusive strategy
– Identify the quality and quantity of internal and external group relationships
– Recognize biases and stereotypes (individual and corporate)
– Experiment with using tools to recognize diversity, dialogue with diversity and generate value
– Design the corporate action plan for an inclusive culture.
