This workplace training, taught by expert DE&I (diversity, equity, and inclusion) Diversity Builder trainers, takes an in-depth look at racial inequality, intersectionality, bias, and inclusivity. The intended audience is managers and employees in organizations seeking to develop DE&I knowledge and proficiency. With both in person and remote attendance options, this training will be an invaluable opportunity to develop stronger relationships with each other based on open and honest communication around difficult issues.
Many of us are concerned about racial inequality in our workplaces and communities but aren’t sure how to address these issues or where to start learning about them. In this course, participants will explore DE&I through a combination of thought-provoking questions and small group discussions. They will be given actionable steps to examine and mitigate their own biases, be a proactive ally, and make their workplace truly inclusive. Finally, by sparking candid but structured conversations between coworkers, organizations will foster a culture of openness around DE&I topics. Participants will come away with stronger relationships to fellow employees as well as the confidence that their workplace is dedicated to inclusivity and equity.
This training will outline the differences between diversity, inclusion, and equity, and why all three are necessary to build a truly welcoming workplace. It will also cover the many benefits of DE&I in the workplace, including:
- Attracting Millennials and Gen Z individuals, who want to work for organizations that not only have a diverse workforce but also that actively engage with DE&I initiatives1,2
- People in diverse, inclusive workplaces are more likely to be happy at work and report better work-life balance3
- Diverse workforces tend to be more innovative4
[1] Miller, J. (2021, February 18). For younger job seekers, diversity and inclusion in the workplace aren’t a preference. They’re a requirement. The Washington Post. https://www.washingtonpost.com/business/2021/02/18/millennial-genz-workplace-diversity-equity-inclusion/
[2] Jeffery-Morrison, M. (2023, June 9). Attracting And Retaining Gen-Z Through Diversity And Inclusion. Forbes. https://www.forbes.com/sites/forbesbusinesscouncil/2023/06/09/attracting-and-retaining-gen-z-through-diversity-and-inclusion/?sh=5cb1522e7b27
[3] Krentz, M., Dartnell, A., Khanna, D., & Locklair, S. (2021, September 20). Inclusive cultures have healthier and happier workers. BCG Global. https://www.bcg.com/publications/2021/building-an-inclusive-culture-leads-to- happier-healthier-workers
[4] Hewlett, S. A. (2014, August 1). How diversity can drive innovation. Harvard Business Review. https://hbr.org/2013/12/how-diversity-can-drive-innovation
Inquire about Anti-Racism Training
This page will describe the major topics and goals of the training, giving prospective participants the opportunity to preview what will be covered. It will also outline why discussing and addressing racial inequities are crucial for both workplaces and society as a whole.
Further reading is included for those who would like to learn more about DE&I issues and racial inequity in the United States.
Course Goals and Objectives
After taking this course, participants will understand:
- Racism and racial inequities in the United States
- The meaning and role of intersectionality on an individual and collective level
- How bias manifests in our day-to-day experiences
- Inclusive communication and allyship
What are the different levels of racism? How does racism play out in the present day?
Racism is typically described in terms of individual beliefs and misconceptions about those from different races, but the ways in which racism creates divisions often relies on social and historical factors in addition to individual beliefs and choices. As author Ijeoma Oluo said,
“The framing around racism has always been there is a white person who doesn’t like people of color…who’s making their hatred and ignorance very obvious. But what’s actually been impacting our lives are systems that rely on subtle and not so subtle biases against people of color to disempower us and put us at risk. And so we’ve been fighting for job opportunities, for safety from violence, for equal education, for freedom from medical racism. And that is upheld not by how you love or don’t love people of color but by how you participate with our systems.5”
History of Racism
The history of racism and racial inequalities in the United States is a major topic for this training. Racism is so prevalent that it continues to have a major impact on many different fields today, including disparities in wealth and income, home ownership, healthcare, and education6. While this problem might feel overwhelming, it can be helpful and instructive to look at the different types of racism and how those arise in everyday life.
[5] NPR. (2020, July 1). What systemic racism means and the way it harms communities. NPR. https://www.npr.org/2020/07/01/885878564/what-systemic-racism-means-and-the-way-it-harms-communities
[6] Racial discrimination in the United States. (2023). In Human Rights Watch. https://www.hrw.org/report/2022/08/08/racial-discrimination-united-states/human-rights-watch/aclu-joint-submission
The trainers will outline the different levels of racism, including internalized racism, interpersonal racism, institutional racism, and structural racism. Participants will get an historical overview of racial inequities in the United States, highlighting how different historical events and developments align with the four levels of racism.
Participants will come away with an understanding that racial inequalities and structural racism are complex issues with no one simple source or solution. Moreover, the success of one marginalized person or group doesn’t erase the existence of structural racism for others. For example, Asian Americans are often held up as an example of a marginalized community that has achieved widespread success, sometimes to make the point that racism isn’t a genuine issue. However, this ignores that the Asian American community has wide disparities in income and levels of education while facing increasing instances of hate crimes and violence7.
Bias and Intersectionality
Why do we need to understand bias and intersectionality?
Each of us has a specific “lens” through which we view the world. Our identities affect this lens, impacting both how we treat others (especially those who are, or who are perceived to be, different). Often this shows up in the form of biases, which can include unconscious (or implicit/automatic) responses and conscious (or explicit/deliberate) responses. Some aspects of our identity impart advantages, where individuals from a specific group have access to resources or spaces that others lack. Being aware of our potential biases and identities, advantaged or otherwise, is a key part of dismantling racist and exclusive environments.
Why do we need to examine our own biases and identities? Especially for more privileged individuals, it’s easy to assume that their own viewpoint or perspective is a universal one. Without looking closely at their biases, they avoid questioning and dismantling their internalized ideas of superiority. This leads to misunderstandings, microaggressions, and other negative effects when working in diverse groups. Analyzing your own biases and recognizing your potential advantages, however, fosters open conversations around racism and ensures that your fellow employees and clients will be treated equitably and inclusively. To learn more, Diversity Builder offers an entire course on intersectionality
[7] Jin, C. H. (2021, May 25). 6 charts that dismantle the trope of Asian Americans as a model minority. NPR. https://www.npr.org/2021/05/25/999874296/6-charts-that-dismantle-the-trope-of-asian-americans-as-a-model-minority
Understanding intersectionality in a diverse and multicultural society is crucial when addressing racial injustice. Intersectionality is a term coined by Kimberlé Williams Crenshaw to describe how individual characteristics or identities such as race, class, and gender intersect and overlap. As Crenshaw wrote in a 2017 interview,
“Intersectionality is a lens through which you can see where power comes and collides, where it interlocks and intersects. It’s not simply that there’s a race problem here, a gender problem here, and a class or LBGTQ problem there. Many times that framework erases what happens to people who are subject to all of these things.8”
For example, a Black woman is impacted by the combination of these identities in a different way than a Black man or a white woman, even though each of these individuals is affected by inequity. Being aware of these complexities gives us a more nuanced perspective on racist systems and mindsets.
With all of this in mind, what can we do to address our individual biases as well as change potential institutional and structural racist policies around us?
What strategies can we use to address racism? How can we be inclusive allies in our organizations?
Despite the pervasive effects of racism, there are specific strategies that employees can use to grow and to improve their organization. For example, intrapersonal racism can be addressed by diversity trainings, normalizing open discussions of race and equity, and cross-cultural dialogues. Addressing institutional and structural racism can be more difficult, but employees can challenge racist policies and practices and set specific and measurable goals to promote equity at their organization.
[8] Kimberlé Crenshaw on intersectionality, more than two decades later. (2017, June 8). News from Columbia Law. https://www.law.columbia.edu/news/archive/kimberle-crenshaw-intersectionality-more-two-decades-later
Microaggression Training
Differentiating between intent versus impact as well as understanding microaggressions are key elements of achieving an inclusive workplace. Microaggressions are smaller (but still harmful) words or behaviors that reflect a person’s bias. While these instances might seem minor, they take a heavy toll on marginalized individuals.
What is an example of a microaggression?
One common example is complimenting an Asian American person on their excellent English, which reflects that the speaker doesn’t see them as truly American. As Derald Wing wrote in Scientific American about microaggressions:
“Microaggressions are constant and continual in the life experience of people of color. They experience these offensive behaviors every day from the moment they awaken in the morning until they go to sleep at night and from the time they are born until they die.9”
Microaggression training helps employees be more self-aware of their communication and behaviors which may be harmful and provides them with tools to refrain from using them in the workplace and elsewhere.
Effects of Microaggressions
The devastating effects of microaggressions and other workplace mistakes highlight why it is so important to focus on the impact of our words and actions, instead of trying to explain our intent. Individuals learning about microaggressions are often scared of saying the wrong thing or being misunderstood, making them reluctant to discuss issues of racism and bias. However, the training will provide concrete ways to respond to microaggressions so that participants will come away with scripts and talking points to help them respond in the moment.
Addressing these issues requires both individual reflection and action as well as a broader look at one’s organization. The training will walk participants through the steps of mitigating bias, with actionable suggestions for noting and questioning biases in order to change your mindset. On an organizational level, organizations run the gamut from exclusionary and monocultural to wholly inclusive and multicultural. Participants will place their own organization along this continuum and to envision what a transformed, truly welcoming organization might look like.
[9] Sue, D. W. (2021, March 30). Microaggressions: Death by a thousand cuts. Scientific American. https://www.scientificamerican.com/article/microaggressions-death-by-a-thousand-cuts/
While this training is a first step in creating an inclusive organization, it will give employees both the background information and the specific tools to address organizational shortcomings and foster a stronger, responsive culture.
Curious to learn more? Here are some readings on the benefits of a diverse workplace, racial discrimination in the United States, microaggressions, and intersectionality.
Attracting And Retaining Gen-Z Through Diversity And Inclusion
Inclusive Cultures Have Healthier and Happier Workers
How Diversity Can Drive Innovation
Racial Discrimination in the United States: Human Rights Watch/ACLU Joint Report
What Systematic Racism Means and the Way it Harms Communities
6 Charts That Dismantle The Trope Of Asian Americans As A Model Minority
Kimberlé Crenshaw on Intersectionality, More than Two Decades Later