Staff Training

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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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Presenting D And I Strategy Employee Resource Group. 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 Managers and Employees D And I Accountabilities. These slides are 100 Percent made in PowerPoint and are compatible with all screen types and monitors. They also support Google Slides. Premium Customer Support is available. Suitable for use by managers, employees, and organizations. These slides are easily customizable. Our PowerPoint experts have included all the necessary templates, designs, icons, graphs, and other essential material in the PPT deck.

Presenting Role of Cultural Groups in Bias Development. 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.

This slide highlights diversity at the workplace with employees from different races holding hands.

This slide illustrates benefits of ERGs to the company as well as the employees. ERGs can offer cultural expertise to its employers, allowing it to enhance recruiting practices and retention.

This slide showcases an employee mailer poster for diversity and inclusion D and I awareness in the workplace. The benefits mentioned are happier employees, growing culture, new knowledge, increased production, and greater diversity.

This slide explains the role of employees in implementation of D and I Policy. It specifically mentions that all individuals must show inclusive behavior at work and all employees must attend yearly awareness development programmes.

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.

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This slide represents ways to eliminate prejudices in the workplace. These are conducting counseling sessions, using inclusive language, encouraging employees to share feedback, and continuous education of employees.

This slide lists how employees can request a disability accommodation from their manager or human resources.

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.

This slide explains how inclusive leaders promote cultural competence. The leaders easily adapt their leadership styles to suit the cultural demands of employees.

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.

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.

This slide explains the meaning of prejudice. It means having a positive or mostly negative attitude towards an individual belonging to another group. Prejudices are formed not due to ones own experiences. In fact, it is a prejudgment originating outside our own actual experiences.