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We learn about the impact of good D and I practices on business. These are bigger talent pool, new perspective and innovation, improved performance, increased employee engagement and trust, better decision-making, and stronger business results and profits.

The key lessons one can take from studying lack of D and I practices in an organization. We learn that one major drawback of no D and I at workplaces is that once can lose talented employees

This slide explains the impact of lack of D and I practices on Business at a global level. It states that a culture of insensitivity within the organization has its repercussions outside also, since it reflects in the language, products, and communication that businesses deploy

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This slide mentions how excellence can be achieved using equity, diversity, and Inclusion. It states that diversity and inclusion excellence are means to emerge an equity minded organization.

This slide showcases a cover slide on the diversity and inclusion activity calendar, posters, and mailers.

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This slide explains the meaning of Horns Effect Bias using some examples. It adds that the Horns Effect is the prejudgment people form about another individual, based on something unfriendly others may be circulating.

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Microsoft PowerPoint Theme and Slide with a team works together to pull the earth

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Microsoft PowerPoint Theme and Slide with conceptual team people icon on puzzle

These slides mention how excellence can be achieved using equity, diversity, and inclusion. This set of slides states that diversity and inclusion excellence are means to emerge as an equity minded organization.

This slide mentions multiple questions on acknowledging bias that the trainer can use in the diversity and inclusion training session.

This slide mentions the various sections covered in the Session Understanding DIBE. These are diversity, inclusion, equality and equity, belonging, how DIBE affects the business, benefits of DIBE in the workplace, how can you get there, a process model of diversity, primary and secondary dimensions, 6 questions approach to understand cultures or Hofstedes cultural dimensions, 4 dimensions approach, achieving excellence through equity, diversity, and inclusion, and key takeaways.

From the types of biases session, we have learnt five things. Our life is full of biases stereotypes lead to biased judgments fit people into the role, not their character traits or superfluous parameters evaluation of candidates using standard tools is a too. Finally, we learn about conducting blind auditions in recruitment process.

We learn that cultural bias, essentially unstated presumptions, made about people based on their native place, religion or culture is a big source of misunderstanding. It manifests in simmering anger and resentment from those at the receiving end, sometimes ending up in premature resignation

This slide showcases a meme collection on how the prejudices cause in and out group formation. People dissimilar to the dominant group are simply excluded, based on the simplest of presumptions like not wearing the same dress or being different in appearance.

This slide explains the things that inclusive leaders should avoid. It states that they should avoid hard questions and truths, making performative statements, hiring for culture fits, asking Blacks, Indigenous and People of Color BIPOC employees to retell their struggle, etc.

This slide depicts an activity named complete the wheel that the trainer can use during the diversity and inclusion training session.

This slide explains the ways to report discrimination or harassment in an organization under the D and I diversity and inclusion policy.

These slides include a question for diversity and training session that a trainer can use to make trainees aware of their biasedness.

This set of slides includes MCQ on unconscious bias that the trainer can ask the audience in diversity and inclusion training session.

Here, we get a brief introduction to the concept of belonging. It states that it is a combination of diversity, inclusion and equity.

From this slide, we learn of important initiatives that help organizations promote DIBE. The steps are dont concentrate on a single group, examine your job description once again, use social media to showcase your diversity, consider alternatives to the entrenched traditions, if needed, broaden your horizons, and accept diversity in your present workforce.

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This slide explains in brief few methods used to combat stereotype threats at workplace. The methods are lookout for undermining signals, re-allocating tasks, sharing diversity-rich content, and implementing policies focusing on equality at workplace.

As we conclude our study of DIBE, there are key takeaways that must become a part of our life. We learn that Diversity Inclusion Equity is equal to belonging, which is about being seen and heard.

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