Solutions | Trainings and workshops
GEM enhances organization’s foundational knowledge, capabilities, and tools through business focused, engaging trainings and workshops (both online or in person)
Introductory trainings
Follow on trainings
Our trainings and workshops help organizations develop a level of understanding and comfort with DEI to create empathy and inclusiveness in the workplace. We educate to manage biases, challenge discrimination and harassment and promote diverse talent.
Introductory trainings
General description
As people, we have a multifaceted identity comprised of gender, race & ethnicity, sexual orientation, ability - the list goes on.
Some of these identities afford us privileges and some of them do not, and this can vary by time and place.
Identity and privilege are complex concepts that do not disappear when we go to work.
Objectives
- Develop an understanding of intersecting aspects of identity.
- Determine which aspects of identity afford privileges or disadvantages.
- Explore how identity and privilege play out in the workplace and how to manage them.
General description
Whether we know they exist or not, biases accompany us in every space we find ourselves, including the workplace. They are part of being human and no one is immune to them.
Some biases aid our protective instincts while others can hinder how we interact with people, make decisions, and shape our teams and culture.
Objectives
- Develop an understanding of unconscious bias in its many forms (where they manifest and how to recognize them).
- Explore the connections between unconscious bias and other concepts such as stereotypes and microaggressions.
- Recognize the negative effects of bias within your organization, as well as the benefits to be realized by uncovering bias in the decision-making processes.
- Learn how to identify and constructively address personal and organizational bias using evidence based strategies.
General description
The business case for diversity and inclusion is strong (increased innovation, improved financial performance, higher talent attraction and retention - the list goes on).
In order to develop an inclusive culture (and capture the benefits), organizations need inclusive leaderships.
The policies and drive for change must come from the top. Therefore, it is fundamental to create and maintain inclusive conditions that enable diverse leaders to succeed.
Objectives
- Develop an understanding of what inclusive leadership entails and why it is fundamental for the success of an organization.
- Determine what conditions enable diverse and inclusive leadership.
- Learn how to create and maintain a diverse and inclusive leadership team with tangible tools and strategies.
General description
Harassment is a serious issue that exists in workplaces. It not only hurts employees but also organizations.
The cost of harassment is high. It creates an unsafe workplace and tension between employees, reduces productivity and can lead to financial and legal ruin.
Objectives
- Develop an understanding of harassment and its consequences in the workplace (recognize its severity and the need to prevent it).
- Recognize the factors that contribute to harassment (incl. clear definitions and examples covering inappropriate behavior, harassing language, etc).
- Learn about the organization's anti-harassment policy and reporting process.
- Learn how to how to identify and address harassment when it occurs
Follow on trainings
General description
Employee Resource Groups (ERGs) are an increasingly popular strategy to build community and foster cultures that are supportive, engaging, and inclusive of all employees.
Given their wide reach, companies are turning to ERGs as a central component of their overarching DEI initiatives as well as their business development.
Objectives
- Develop an understanding of ERG and how they support underrepresented individuals.
- Recognize the research-backed benefits of ERGs and the many ways in which ERGs advance organizational DEI.
- Learn how to sustain an ERG program and maximize its impact.
General description
Bias (whether deliberate or unconscious) is holding women back.
Bias makes it harder for women to get hired and promoted, and negatively impacts their day-to-day work experience.
Bias hurts women AND organizations and generates an unbalanced playing field.
Objectives
- Develop an understanding of common gender biases and the complexity of intersectionality.
- Recognize the consequences of gender bias for women's careers and the organization.
- Explore the business case and the benefits of reducing gender bias.
- Learn how to constructively address gender bias (applying evidence-based strategies).
General description
Biases can negatively impact or limit how organizations identify, attract, and evaluate potential candidates.
Reducing biases in the recruitment process can help expand talent pipelines and ultimately lead to a more DEI workplace.
Objectives
- Develop an understanding of common biases in recruitment and hiring (where it manifests and how to recognize it).
- Recognize the consequences of unconscious bias during the recruitment and hiring process.
- Explore the business case and the benefits of reducing gender bias.
- Explore the business case and the benefits of reducing unconscious bias.
- Learn how to constructively address unconscious bias in recruitment and hiring (deploying evidence-based strategies).
General description
Discrimination (whether deliberate or unconscious) is a serious issue that exists in workplaces. It not only hurts employees but also organizations.
The cost of discrimination is high. It creates an unsafe workplace and tension between employees, reduces productivity and can lead to financial and legal ruin.
Objectives
- Develop an understanding of discrimination and its consequences in the workplace (recognize its severity and the need to prevent it).
- Recognize the factors that contribute to discrimination (incl. clear definitions and examples covering inappropriate behavior, discriminatory language, etc).
- Learn about the organization's anti-discrimination policy and reporting process.
- Learn how to how to identify and address discrimination when it occurs.
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