Training Slides

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.

This slide mentions the components of courage of an inclusive leader. The components are humility and bravery. It also states what inclusive leaders should reflect upon and act upon, in view of these traits and commitments.

This slide explains the meaning of Inclusion. It is the process of ensuring that all people have equal access to opportunities and resources. It also mentions strategies to ensure inclusion in the workplace.

This slide lets us in on the secret that recruiters tend to look for the Halo effect in candidates during recruitment this then skews the field for other candidates who may be more coincidentally good at their work

This slide defines and explains sexual bias that prevails across all workplaces. It lists steps that a leader must initiate to make a workplace that is comforting for LGBTQ community, without discomforting anybody else.

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.

This slide provides information regarding individual leadership traits that help to lead self. These are self awareness, ability to develop trust, willing to delegate your authority and embracing change etc.

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 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

This slide mentions circle of trust activity for the session D and I. Here, we fill this Circle of Trust to gain the insight that it is always advisable to expose yourself to different types of people, to avoid bias formation and commit mistakes

This slide provides us with the key takeaways from session D and I Policy and Diversity Council. One of the major ones is learning to institutionalize D and I either through the D and I Council, ERGs or through the concept of RACI matrix. These are usually uniform across organizations, with minor tweaking based on structure of business.

This slide mentions various responsibilities on the part of managers. Managers and workers are responsible for creating a work environment free of all types of discrimination and harassment. They are also responsible for recognizing inappropriate conduct and acting quickly and appropriately.

This slide mentions the various sections covered in the Session Types of Bias. These are confirmation bias, affinity bias, beauty bias, conformity bias, contrast bias, gender bias, sexual bias and misconceptions, attribution bias, halo effect, horns effect, cultural bias, key takeaways, discussion questions, and lets test what we have learnt.

This slide explains the consequences of affinity bias in the workplace. Few points showing the impact of affinity bias are poor judgment and assumptions resulting in poor decision-making, etc. The process that is most impacted is recruitment, as affinity does influence the interviewers judgment.

This slide mentions how cultural bias influences the workplace and methods to eliminate it from the recruitment process. To tackle cultural bias, it is best to have anonymous resumes coming through to a business. Diverse interview panels also need to be created to fight this bias.

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