Courageous Inclusion

##### Creating a Workplace for Everyone

What if there’s a way? What would it look like with inclusion embedded in your workplace?

  • 35% better performance than non-diverse competitors
  • 17% increase in team performance
  • 19% higher innovation revenues
  • 75% fewer sick days Organizations that are inclusive see:
  • 75% fewer sick days: comes from Better Up research The Value of Belonging at Work (hbr.org)
  • 19% higher innovation revenue: The Business Case For Diversity is Now Overwhelming. Here’s Why | World Economic Forum (weforum.org)
  • 17% increase in team performance: The Damage Inflicted by Poor Managers (gallup.com)
  • 35% better performance: Why diversity matters | McKinsey

OBJECTIVES

  • Understand the benefits of inclusion for individuals and organizations.
  • Embrace the Courageous Inclusion mindset.
  • Recognize the four stages of the Courageous Inclusion model.
  • Identify your stage on one specific inclusion issue.
  • Create a personal action plan to advance at least one stage on a specific inclusion issue.

#### My Unconscious Bias: Recognize & Manage Bias

Unconscious biases are learned assumptions, beliefs, or attitudes that we aren’t necessarily aware of. While bias is a normal part of human brain function, it can often reinforce stereotypes. To combat unconscious bias, learn about different types of biases, how they might surface at work, and how to avoid them so you can build a more inclusive and diverse workplace.

Unconscious bias can hinder decision-making, impact team dynamics, limit company diversity and impact leadership styles. Increased diversity can improve employee engagement, result in higher levels of productivity, increase company revenue, attract diverse talent, and encourage innovation and creativity.

As your team works through the assessment, each person will gain valuable insight about their values and the type of culture they may promote. When they put this information into practice, it will create a powerful cultural shift in your company.

TIMING & FORMAT

  • hour or 4-hour format

_Can be fully customized to meet your timing needs_

ASSESSMENT

MVPI Values Report: Motivation, values, and performance inventory designed to evaluate the fit between an individual and the organizational culture as well as determine the degree to which certain variables motivate the individual. The 18-page report is broken down into four components, shown below. We would spend the most time on item #4 in the workshop.

  • 1. **Drivers:** Your values are your key drivers-the things in life that motivate you. Values determine your aspirations and symbolize what you strive for and hope to attain. Your values define what you desire in your work and life.
  • **Fit:** Your values determine how well you will fit with any organizational culture. Organizational cultures typically reflect the values of senior management. People are happy and productive in cultures that are consistent with their values, and they are distressed and unhappy working in cultures defined by values that differ from their own.
  • **Leadership Style and Culture:** Your values reflect what you find rewarding and pay attention to or what you dislike and avoid. Thus, your values define the behavior that you like and reward and the behavior that you ignore or dislike. Consequently, your values shape the kind of culture that you, as a leader, will create for your staff and subordinates.
  • **Unconscious Biases:** Values influence the decisions you make-about people, projects, plans, and strategy. Values filter perceptions of experience, especially about what is desirable or undesirable, good or bad. Values typically operate outside conscious awareness and bias both thought and action.

Inclusive leadership has been found to have a positive impact to employee well-being and innovative behavior. Both items have been shown to be the foundation of organizational performance. There are numerous mechanisms by which leader behavior can influence employee satisfaction. Furthermore, inclusive leadership is associated with facilitating trust, respect, mutual obligations between followers and leaders.

**TIMING & FORMAT**

6-hours In-person | (3) 2-hour virtual sessions

_Can be fully customized to meet your timing needs._

**OVERVIEW**

The learning pathway consists of 4 modules:

  • **Preparation:** Complete the MBTI assessment and interactive learning session introducing personality preferences.
  • **Session 1:**
  • MBTi personality awareness and diversity
  • Appreciating differences in others
  • Situational flexing to leverage differences
  • **Session 2:**
  • The business case for inclusion
  • Inclusive leadership self-survey
  • Core competencies for practicing inclusion
  • Action planning part 1
  • **Session 3:**
  • Recognizing one’s perceptions and biases
  • Leveraging difference: working with conflict and feedback
  • Action planning part 2

**LEARNING OBJECTIVES**

  • Understand your unique style and your superpowers
  • Explore the business case for inclusive leadership
  • Complete the Inclusive Leadership Self-Survey and identify your strengths and stretches
  • Create an Action Plan for success

**ASSESSMENT**

The **MBTI®Complete** online is taken via Elevate®, an online learning portal and then participate in an interactive feedback session to verify their type and receive a basic standard interpretation. The 6-page report will provide: Type description; Characteristics of your type; Your work style; Potential blind spots.

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