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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 represents the five key elements of the marketing and sales training provided by an organization to the employees of marketing and sales department. It includes five elements of sales and marketing training such as leadership management, sales strategy planning, e-learning, marketing strategy and legal or finance. Presenting Five Essential Components Of Marketing And Sales Training And Development Infographics PDF to dispense important information. This template comprises five stages. It also presents valuable insights into the topics including Sales Skill, Strategy Planning, E Learning, Leadership, Management. This is a completely customizable PowerPoint theme that can be put to use immediately. So, download it and address the topic impactfully.

This slide depicts a diversity council meeting in progress with male and female employees sitting around a round table.

This slide covers the responsibilities and eligibility criteria for managers in respect to employee resource groups ERGs.

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This slide introduces the concept of conformity bias. It also mentions how conformity bias can cause employees to follow the herd rather than use their own judgment.

This slide lists the consequences of stereotypes at the workplace. Some of the consequences of workplace stereotypes are conflicts, low morale, poor employee retention and litigation.

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This slide mentions the significance of diversification in organizations. It states that DIBE allows the firm to seek the most talented individuals, regardless of differences, and also increases employee engagement.

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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 mentions key outcomes or lessons that we take from the session on the three toxic practices of Stereotypes, Prejudice and Discrimination. Decline in employee morale and unnecessary litigation are the two major consequences.

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This slide lists major consequences of prejudices at the workplace that are formation of ingroups and outgroups, poor mental health, creation of stigma, and passive aggressive behavior from the staff.

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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.

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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.

This slide demonstrates the quantitative data on organizational D and I globally. D and I in organizations across the world is a key indicator of the ground that still remains to be covered. As you can see, 8 of 10 employees feel a lack of diversity at their workplaces.

This slide mentions the details about oversight and administration of D and I policy. D and I officers are in charge of enforcing this policy and general monitoring and governance of the ERG. The goal of an ERG is not to represent or serve as an employee advocacy group on employment terms and conditions.

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This slide explains the impact of lack of D and I practices on business. The major ones among these are lower revenue growth, little or no innovation, lack of ability to recruit a diverse talent pool, and lower rate of employee retention.

This slide represents the D and I data for various job profiles such as Top Executives, Senior Managers, Managers, Professionals, and Support Staff in the USA. It is important to know what message data gives us on the extent of D and I implementation across US organizations and their comparison with the world.

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