Training

This slide explains the golden and platinum rules of treating behaving. The golden rule stresses on treating others the way you want to be treated. The platinum rule says that treat others in the way would like to be treated.

This slide covers Reasons how contrast bias affect the hiring process and ways to avoid it at the workplace.

This slide mentions the biological reasons behind bias formation in individuals. If we our bodies and mind did not have a pattern detecting mechanism to make sense of the world, we will be in a perpetual state of confusion. In bias, the problem is that we get the pattern right, but make erroneous conclusions based on it. Well dressed means educated fat means lazy and so on

This slide showcases the cultural conditioning in humans resulting in a difference in thinking.

This slide uses an illustration to make each of us realize that no one is free of bias we may be unique in our biases, but the affliction is omnipresent.

This slide 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 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

These slides explain the meaning of Horns Effect Bias using examples along with its adverse effect at the workplace. Further, these include the techniques to minimize it.

This slide illustrates the influence of inclusive leadership on organizations. These are able to achieve set final goals, improve the overall performance, more likely to innovate, and achieve business outcomes.

These slides provide information regarding the implicit association test IAT. The set of slides includes links for registration and taking the test. Further, it contains details about the limitations of IAT.

This slide explains conformity bias and its impact on the recruitment process. It also mentions techniques to eliminate conformity bias in workplaces.

These slides mention the role of gender bias in offices and steps that can mitigate its impact and even reduce it to a certain extent.

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 covers the introduction to affinity bias and its impact on the recruitment process. Affinity bias impacts recruitment in quite a substantial manner, as interviewers tend to favor candidates from their city, college etc. Even the interviewer might not be aware of this bias, but it exists and impacts the fairness of any recruitment process.

This slide introduces the attribution bias using examples. It illustrates how the same event is explained or attributed in starkly different ways depending on who was the central character. We usually attribute our failures to causes outside, while success is always the product of out internal genius or hard work.

This slide mentions the meaning of beauty bias found in the workplace along with suitable examples. Beauty bias means workplace bias that comes to the fore, based on physical attributes. This explains why we have the less attractive women bagging a truck drivers job, and disproportionate number of taller CEOs in companies, than their percentage in the population.

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 introduces the concept of contrast bias. It illustrates that under the grip of contrast bias, people tend to overstate one individuals performance against the other.

This slide explains the meaning of the term diversity as an entire spectrum of differences that make us unique individuals. It states that diversity is apparent and easily observable in gender, education, age, physical traits, and culture.

In this slide, we learn about gender bias, and how prevalent it is in societies all around the world. This translates into less than optimal recruitment processes and stereotyping.

Here, we learn that the halo effect can is also a form of bias, where we are more than ready to praise, even worship, someone who creates an image of having something amazing about them.

In this slide, we study that stereotype is a fixed and oversimplified image about a particular person or thing it is a belief and develops as it helps us go through the day wit easy categories that we build up.

This slide mentions the key takeaways from the session D and I Policy Inclusive Leadership. It also mentions the key traits on an inclusive leader. We will also do well to remember the Golden and Platinum Rules of Behavior here.

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.

This slide contrasts, graphically, the gender and ethnic diversity in the US and across the world the talking point that emerges is that skin color results in a pay difference of as much as 25 percentage. Something we should all ponder over.

This slide provides the key outcomes from the session on bias formation.

This set of slides contains a multiple choice question on biasness in recruitment process.

We are introduced to concept of a Diversity Council and its main powers, role and functions. The responsibilities of the D and I Council are to create a D and I strategy, identifying and minimizing barriers, embedding functions of D and I, creation and sharing of D and I content, and measuring the impact of its initiatives .

This slide illustrates a tongue in cheek example of an old man being told how valuable his age and experience is, but the organization will still go ahead and hire an youngster.

This slide showcases a meme on unfair or unequal treatment at the workplace.

This slide uses a meme collection to provide information regarding discrimination at offices.

This slide illustrates memes explaining prejudices at office. The major one is in recruitment, where age, an irrelevant factor, becomes a major determinant of who is hired or nor hired.

This slide depicts multiple questions on bias acknowledgment.

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 Parasympathetic and Sympathetic Nervous System PNS and SNS in humans. It also provides information on the functions of the PNS and responses of SNS in our human automatic nervous system.

This slide showcases the golden and platinum rule. It states that golden rule is self-centered, while the platinum rule also considers the feelings of others when we choose the way to behave

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

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.

These slides showcase that an individuals background and life experiences create a story and lead to biases.

This slide mentions an exercise to be conducted by the trainer with the attendees.

This slide mentions an exercise to be conducted by the trainer with the attendees.

This slide is a cover slide for a picture exercise.

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 presents a poster to spread awareness about cultural diversity World Celebration Day.

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 provides information on prerequisites for the success of diversity council. The requirements are complete and always-there support from senior leadership, inclusion of members from diverse cultural backgrounds , and clear linkages with the overall business strategy.

This slide describes primary and secondary dimensions of diversity. Primary dimensions of diversity are income, age, gender, etc. Secondary dimensions, however, are those relate to family status, work styles, demographic location, etc.

This slide provides information regarding the purpose and definition of D and I policies in the organization. It states that respecting diversity and inclusivity is a competitive advantage

This slide explains religious accommodation and how to request it in an organization under the ERGs.

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

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.

Here, we know about the RACI matrix for the Diversity Council. RACI stands for Responsible, Accountable, Consulted, and Informed.

This slide provides five major quantitative figures to prove that rich D and I indeed means good business. The most powerful, example, perhaps, is that diverse and inclusive businesses capture new markets 70 percentage more successfully.

This slide aims to provide details concerning the cultural groups that impact the opinions of an individual. Few groups are regional cultures, organizational cultures, peer groups, spiritual and religious institutions, socioeconomic cultures, and media.

This Slide Mentions The Scope Of D And I Policies. It States That D And I Is Applicable To Employes, Consultants, Agents, Representatives, Contractors, And Contract Workers Who Operate On Companys Behalf.

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

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.

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.

We expand and integrate our knowledge of Hofstedes six cultural dimensions, with examples of each.

This slide illustrates multiple forms of unconscious biases in the workplace using a flowchart. Some of the biases studied are affinity bias, beauty bias, conformity and contrast biases, gender bias, halo and horns effect, cultural bias, confirmation bias etc.