• How are We Diverse- Exploring the ways in which diversity is experienced and expressed.
• Why Diversity Matters- A deep dive into how embracing the value of diversity can be a win/win/win for your organisation.
• Bias- Unpacking conscious and unconscious bias that might hinder inclusion.
• Developing Consciousness- Practical strategies to become more mindful in our practice of inclusion.
• Rapport & Relationship Building- combine respect with empathy to achieve authentic and genuine relationships.
Customised professional development training, workshops, and presentations on diversity and inclusion with a focus on skills and knowledge designed to bring participants through a continuum from sensitivity to competence and application.
Diversity in Broader Context
These topics will address diversity and culture from a lens that does not specifically refer to only one area of diversity.
Specific to Disability
• The Culture of Disability- better understand the history and cultural context disability plays in our society.
• Overview of Disability Terminology- Learn culturally appropriate ways disability can be described and interpreted.
• Addressing Stereotypes & Generalisations- Understand and mitigate the impact on people with disability and how these may contribute to our bias.
• Disability & Employment- Including why employment matters, the return on investment for employers and practical concrete strategies to welcome and include disability in the workforce.
Decades of research by organisational scientists, psychologists, sociologists, economists and demographers shows that socially diverse groups are more innovative than groups where little to no diversity in race, gender, sexual orientation or ability are present.
It would seem… that diversity can actually make us smarter!
• Diversity expands our collective wisdom by giving us many culture and points of view.
• Diversity reduces “hive mentality” or “group think” where people tend to think or behave in similar ways.
• Diversity promotes creativity by forcing us to look at things from different points of view and solve problems differently, resulting in increased innovation.
• When we commit to diversity, our minds and humanity are expanded, which tends to make us more empathic and compassionate.
• With increased creativity, the good will generated, and heightened problem solving skills your organisation can realize increased success.
• The ability to grow and learn allows you to stay relevant resulting in increased sustainability.
However, we need to think beyond just bringing diversity in the door. To be truly welcoming we need to embrace the value diversity brings and activate meaningful and participatory inclusion.
People with disabilities represent the largest minority group in today’s society. The World Health Organization defines disability as “An umbrella term that encompasses impairments, activity limitations, and participation restrictions… Disability is thus not just a health problem. It is a complex phenomenon, reflecting the interaction between the features of a person’s body and features of the society in which he or she lives.”
Disability is a naturally occurring variance to the human condition and the reality is most of us will experience disability first hand at some point in our lifetime. As new categories such as neurodiversity, psychiatric disabilities, disabilities related to aging, learning disabilities and genetic variances emerge and grow, so does the imperative as a society to respond and evolve to ensure inclusion, participation, and meaningful contribution are a reality for everyone.
Welcoming and including people with disabilities can be tricky. However, through thoughtful and purposeful facilitation a culture of inclusiveness can be created to see the value that accepting and embracing a wide range of skill and ability, can have on your organisation.
“Diversity is the mix, Inclusion is making the mix work”
~ Andreas Tapia ~
Inclusion is the result of pairing engagement with diversity, and is a fluid and dynamic process that needs to be developed and curated so that it works.
Diversity without engagement results in dysfunction.
Inclusion is more than a policy or a feeling. True Inclusion involves moving beyond sensitivity and acceptance to competence and implementation via engagement.