Diversity Training

Presenting Consequences of Organizational Discrimination. This slide is well crafted and designed by our PowerPoint specialists. This PPT presentation is thoroughly researched by the experts, and every slide consists of appropriate content. You can add or delete the content as per your need.

Presenting MCQs on Bias Development. These slides are well crafted and designed by our PowerPoint specialists. The PPT presentation is thoroughly researched by the experts, and every slide consists of appropriate content. You can add or delete the content as per your need.

Presenting MCQs on Inclusive Leadership Characteristics. This set of slides is well crafted and designed by our PowerPoint specialists. These PPT presentations are thoroughly researched by the experts, and every slide consists of appropriate content. All slides are customizable. You can add or delete the content as per your need. Download this professionally designed business presentation, add your content, and present it confidently.

This slide lists six major damaging consequences of workplace discrimination. These are poor employee engagement and satisfaction decline in morale health concerns in employees companys poor reputation financial loss, and litigation.

This slide explains the various evolutionary reasons prevailing in human bias. As humans have evolved, bias has come in as an important factor in categorizing information to stay safe, make quick decisions find a partner. Now, the world has moved on, but our evolutionary mechanism has stayed in place.

This set of slides illustrates the presence of the Confirmation Bias and its impact on office work culture. It also provides information on methods to control or curb this kind of bias. One of the remedies is to conduct recruitment based on standardized questions.

This slide showcases gender stereotyping with a man thinking about tools and a woman about makeup.

This slide depicts the digital human brain with multiple interconnections.

This slide showcases employees discussing strategies to make the workplace more inclusive.

This slide showcases a vector that depicts the evolution of human beings.

This slide lists the points showing the positive impact of DIBE on businesses. It enables the business organization carry a broad range of experience to handle any situation helps business outperforms others by 35 percentage, opens doors by bridging linguistic barriers, and promotes creativity and inventiveness, etc.

This slide illustrates the expected outcomes from the inclusive leadership competency model. These are cultural responsiveness, change management, global intelligence, and strategic thinking.

This slide explains the competency model of Inclusive Leadership. The four key aspects of Inclusive Leadership are respect for the Self and the ability to lead others to drive the needed results. A trusting nature and the ability to delegate are real necessities for the self.

This slide explains the concept of accommodation along with a few examples. A reasonable accommodation does not impose an excessive burden on the firm or represent a severe risk to the qualified individuals or anyone elses health

This slide explains the meaning of confirmation bias and says that as human beings we always fall prey to Comfortable Lies than Unpleasant Truths.

This slide explains the concept of discrimination along with the most common types of workplace discrimination. This extreme form of biased behavior happens on the basis of race, disability, pregnancy, gender, age, sexual orientation, and parental status.

This slide mentions the everyday use cases of stereotyping. These are racial profiling, gender profiling, cultural profiling, groups of individuals, and sexual stereotypes.

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

We list out the reasons for the WHY of bias. These are related to evolution, the way our body is designed, the culture we grow up in and individual experiences.

The slide mentions the three main signals that indicate inclusive leadership commitment. These are fair play, belongingness, and combining intellect and emotions.

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 illustrates a vector with two individuals brainstorming with each other.

This slide depicts a woman who is wondering if she is biased or not.

Key characteristics of an inclusive leader are studied here. A few of them are cognizance, curiosity, cultural intelligence, collaboration, commitment, and courage.

We learn here Horns Effect, the exact opposite of the Halo Effect studied previously, predisposes us to dislike individuals because of the way they look, dress or behave. Even an odd mannerism is enough for us to accentuate the Horns Effect

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Following slide demonstrates challenges faced while diversity data collection with respective solution which can be used by businesses to increase organization profits. It includes challenges such as data selection, data collection training, data protection and cost allocation. Showcasing this set of slides titled Solution To Overcome Challenges Of Workplace Diversity Data Collection Portrait PDF. The topics addressed in these templates are Collected Data Protection, Cost Allocation, Data Collection Training. All the content presented in this PPT design is completely editable. Download it and make adjustments in color, background, font etc. as per your unique business setting.

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This slide provides information about the companys commitment to its employees. It states that the companys responsibility for diversity and inclusion is to better align with people and respect principles enshrined in the Code of Conduct.

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.

These slides contain an activity that a trainer can conduct in the D and I training session to make attendees aware of their biases.