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Inclusion, Diversity, and Social Justice

Everyone talks about the growing impact of diversity; however, what does diversity really mean? How effective have diversity programs been? The truth is most programs fall far short of what could be achieved. We believe diversity starts with an emotional connection to the damage that –isms cause, whether they be racism, sexism, heterosexism (homophobia), nationalism, etc. By helping program attendees connect to the person beneath the ‘-ism,’ we create heartening future possibilities—a world where the workforce is even more diverse, and where individuals celebrate their differences, and are unwilling to ignore whatever makes them unique. As economies become increasingly global, companies that foster this kind of accepting, egalitarian, and socially just environment will tap into the culturally creative potential of a diverse workforce to out-compete their more conservative peers. Surveys by Diversity, Inc. Magazine have already shown companies that score high in diversity also outperform their competitors.

Cloud-Rainosek & Associates (CRA) has spent many years providing diversity programs and has systematically proven that we can help organizations move to a more inclusive and socially just work place. For organizations to appreciate the depth needed to change a system to a socially just environment, we provide an Inclusion, Diversity, and Social Justice Program in two parts. This allows organizations to send participants progressively to this program to gain knowledge and experience to help develop a core group of people who can support an Inclusion, Diversity and Social Justice Program. Presenting the program in two parts allows organizations to see our significant knowledge and experience with inclusion, diversity and social justice programs, and to contract with CRA to build this program within their organizations.

What will participants gain from being a part of this program? At the end of Part A and B of the program, you, the participant, will understand:

  • What comprises a socially responsible environment, and how to recognize one.
  • The importance of going beyond affirmative action, valuing differences, and diversity to connect emotionally with the issues facing all members of today’s workforce.
  • How acts of social injustice stifle the creative and innovative thinking required in highly competitive environments.
  • The value of an experientially based learning experience that helps you to emotionally connect to the concepts of inclusion, diversity and social justice.
  • How to take these learnings and experiences and eliminate habitual patterns that do not support a socially just environment.
  • The importance of continuity in an Inclusion, Diversity and Social Justice Program.

At the conclusion of Part A, Inclusion and Diversity (three days), you will understand:

  • The difference in a real Inclusion and Diversity Program versus “Diversity in a Box.”
  • The importance of individual responsibility and accountability to develop new behaviors that support a diverse workforce.
  • How to identify the blocks participants use to prevent learning and effective communication and guidelines needed to support respectful and caring communication, which is essential to establishing an inclusion, diversity and social justice program.
  • The need for new competencies and how to start living behaviors that facilitate communication when differences of approach and perception occur.
  • Inclusion behaviors and how they enhance relationships in a diverse work environment.
  • That to have an inclusion breakthrough, new baselines need to take the place of old baselines concerning age, persons of color, LGBT (Lesbian, Gay, Bisexual and Transgender), women, white males, nationality, organizational hierarchy, and people with disability.
  • The important aspects of leveraging diversity in the workplace.

At the conclusion of Part B, Inclusion, Diversity and Social Justice (four days), you will understand:

  • The significance of Deep Diversity, Diversity Measures, Social Identity Groups, Human Differences, and how diversity and social justice are interrelated.
  • How our experiences with racism, sexism, heterosexism/homophobia and nationalism (the ‘-isms’) allow for knowledge and experience with what feeds social injustice.
  • How to emotionally connect to oppression, social injustice, and the diverse groups we experience at the individual, group, institutional, and global levels of systems.
  • How to institutionalize change that eliminates habitual patterns of behavior, and creates a value-based organization to support inclusion, diversity and social justice.
  • The need to clarify, decide, and define actions that must be taken to make changes in current policies and procedures of the organization.
  • The blocks to leveraging diversity in the work place and how to determine the steps to take to be viewed as an employer of choice.
  • The value of the communities external to the organization and ways to partner with those communities, the community organizations, and community leaders.

Who Will Benefit:

The program is for any leader whether employee, supervisor, manager or executive, committed to building a work environment that accepts differences, celebrates diversity and capitalizes on the creativity that such an environment promotes. Part A of this program is a prerequisite for Part B.

Workshop Dates and Costs

Inclusion, Diversity, and Social Justice Part A (3 days)
Dates Amount
May 19 - 21 $1,650 ($1,785 after 04/28/10)
September 8 - 10 $1,650 ($1,785 after 08/25/10)
 
Workshop includes lunch each day and course materials.

 

Inclusion, Diversity, and Social Justice Part B (4 days)
Dates Amount
October 26 - 29 $2,600 ($2,735 after 10/07/10)
 
Workshop includes lunch each day and course materials.

For accelerated learning, we highly recommend follow-up individual, small group or email sessions. Please contact Cloud-Rainosek & Associates for fee and schedule information.

Download and print a 2010 registration form.