Diversity, Equity and Inclusion
Training

Inclusive Leadership

Showing all leaders how to use communication to create an inclusive environment.

Proud to Lead

A purpose-built space for LGBTQ2+ employees to build leadership and communication skills.

Taking the Stage

A purpose-built space for women to build leadership and communication skills.

Visible Leadership

A purpose-built space for BIPOC employees to build leadership and communication skills.

What is Equity?

The definition of equity is 'the quality of being fair and impartial. Synonymous with justice, the meaning of equity is suggestive of the values of honesty, integrity, and decency.

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A Note on Equity vs Equality: In terms of resources, opportunities, etc.:

Equality means each individual or group is given the same

Equity means each one receives what they need for the outcome to be the same.

The difference is in recognizing diversity and differences. All people do not start out the same or have the same backgrounds or life circumstances. With equity, this fact is acknowledged and adjustments are made to address imbalances.

Hence, whereas equality means the same for all, equity refers to fair-mindedness and justice for all, in trying to give what is needed to each in order to achieve greater fairness of outcome.

The Meaning of Diversity

Diversity traditionally means variety, i.e. ‘the state of being diverse’. In asking ‘what is diversity?’, there are several types of diversity, including diversity of people, of thought, and of background.

The word diversity has, however, become a practice of including or involving people with a range of human differences, where it is implied that those differences are celebrated for their variety.

Historically, diversity has included differences of gender, race, and age, but has expanded to include cultural, religious, disability, sexual orientation, economic background, political leanings, and more.

The Concept of Inclusion

Inclusion, by definition, is ‘the practice of providing equal access and resources to all people, including those who might otherwise be excluded or marginalized.'

Whereas equity and diversity can be qualities, inclusion involves action, creating a conscious practice to acknowledge and include diversity, with the aim of applying equity.

In the context of leadership and communication, this involves organizational effort and practices to honor human rights and treat people equally. All are included and afforded equal access and opportunities. Furthermore, they are all socially accepted and welcomed as full members of the organization or group.

When barriers of intolerance or discrimination are removed, the result is a feeling of being respected and valued as an individual. This sense of belonging promotes wellbeing and trust, with the consequence that individuals feel confident that they are able to speak out and also that they will be treated fairly.

 

The personal ramifications for that involved individual are deep and extensive. Acceptance and inclusion promote a positive self-image, provide encouragement to expand communication skills, and prompt improved thinking, reasoning, and problem-solving. The shared culture of respect yields dividends throughout the organization.

Diversity in the Workplace

 

A diverse, inclusive workplace manifests a wider range of skill sets, due to input from individuals of differing ages, cultures, and backgrounds. New perspectives and experiences are contributed, invaluable for promoting innovative thinking, generating new ideas and products, as well as for problem-solving.

 

Diversity in a leadership team leads to a more profitable operation and has a ripple effect throughout the organization. Talent is attracted to join and has proven to stay longer since they feel more included and that their contributions are valued. When there are role models in the leadership team, they can see a path ahead to leadership themselves.

 

Externally, diversity benefits in the workplace allow the organization to relate to a greater range of people. Customers and clients notice the inclusiveness of the operation, identifying and commending its values. This ripples out into culture and society, allowing the organization to align with and serve the wider community.

Diversity, Equity and Inclusion Training

 

Having seen why diversity is important in the workplace, how is this ideal situation achieved? It is continuously created by the organization through leadership, systems design and communication. Leaders must first understand the complexities of DEI in order to develop a culture that is supportive of change.

 

Good leaders already have the qualities required to create and foster an environment of belonging for people in the workplace, at all levels. Their experience means they know how to conduct effective meetings, listen to employees, and have well-communicated goals.

 

As excellent communicators and critical thinkers, they know how to develop relationships. Expert team builders are able to foster healthy identities in individuals and encourage sharing of ideas and experiences. They use their problem-solving and decision-making skills to ensure an environment of transparency and advocacy is maintained.

Inclusive Leadership

 

 

Managers, leaders, and key personnel can be assisted in creating and maintaining a diverse culture through DE&I training. The Humphrey Group can tailor an Inclusive Leadership Program to the specific needs of any organization. Outstanding results have been achieved through the building of internal capability through the implementation of a diversity and inclusion strategy.

 

Leaders who are confident to navigate DE&I policies are first of all self-aware. Having examined their own minds and attitudes, they are aware of any stereotypes, unconscious biases, or other diverse mindsets they may have previously held. In this signature learning experience, leaders learn what it takes to create belonging at work, no matter what level of the organization or part of the business they work in.

 

Participants learn how to identify strengths in others and uphold inclusive values. Seeking all perspectives, they are able to create a sense of safety and cooperation amongst their teams. When challenges are identified, these collaborative leaders support resource groups and are comfortably able to discuss issues with unbiased sensitivity.

 

The knowledge and skills instilled in The Humphrey Group Inclusive Leadership training add to their capabilities as a leader and helps them, in turn, bring about the change required to embed Diversity, Equity and Inclusion policy in the organization’s culture and infrastructure.

 

 

The Humphrey Group Inclusive Leadership Course consists of four modules:

 

Module 1 - Why Inclusive Leadership Now?

Module 2 - Who is Responsible for Diversity and Inclusion?

Module 3 - Adopt an Inclusion Mindset

Module 4 - Practice Inclusive Communication

 

 

The learning experience, designed by The Humphrey Group’s Diversity, Equity and Inclusion Consultants will provide the knowledge and tools to:

 

 

  • Clearly articulate an authentic commitment to inclusion and why it matters to their organization
  • Gain comfort discussing dimensions of diversity and the way they affect employees’ experience of the workplace
  • Understand the difference between individual bias and systemic discrimination
  • Identify areas of their business where systemic barriers to inclusion may be present
  • Learn how to practice allyship without centering themselves
  • Practice critical communication skills such as calling in and responding to being called in
  • Use inclusive language.

Diversity Training

 

The Humphrey Group supports Diversity, Equity, and Inclusion work with learning experiences that empower equity-seeking groups and help all employees build inclusion skills, offering Diversity Training specifically designed for new and aspiring executive women, LGBTQ2+ leaders, and BIPOC leaders.

Members of these groups often find that there are barriers that can undermine their desire and ability to lead. Following Diversity, Equity, and Inclusion best practices, the courses create a purpose-built safe space for people to come together and discuss the specific challenges they face, whilst building their leadership skills.

Each learning experience is designed to help participants to approach and define their own leadership identity in the context of a group. Participants are then encouraged to design a script that works for them in terms of their values, mindset, and convictions. This helps them develop their own voice which, in turn, enables them to build resilience through communicating a consistent, authentic presence.

At every stage, DEI program participants are led and encouraged by people who are also members of the same diversity group, using resources developed specifically to strengthen their path to finding their own inspiring leadership identity.

Learning outcomes for participants include being able to:

  • Embrace and communicate a leadership brand or identity
  • Craft message-driven communications using logic or storytelling
  • Project an authentic physical presence, both in-person and virtually
  • Develop and strengthen their support networks across the organization
  • Deal resiliently with challenges or conflict when it arises.

 

With 30 years of experience in designing and delivering Leadership Communication training, The Humphrey Group's learning experiences stand apart in their quality and relevance to learners' everyday lives on the job.

 

 

Call The Humphrey Group's in-house team of DEI specialists today, to curate a customized training solution.

Diversity Equity, and Inclusion

 

There is a growing realization that DEI, i.e. diversity, equity, and inclusion are important components of a happy and thriving organization. Reflected in operations, reinforced by leaders, and upheld through communication, these qualities and attributes promote wellbeing and a psychologically safe environment.

 

This diverse and inclusive culture imparts benefits that might otherwise remain undiscovered, both in terms of contributions and results. For the organization that is willing to accept those differences and promote open conversation, the novel thoughts and perspectives produced can unlock vast potential for enhanced performance and superior business outcomes.

 

But how does a modern organization keep up with the changing situation, where norms and expectations are continually evolving? What seems like new buzzwords have, in fact, been around for many years. Examination of their definitions lends insight into why DEI has become vital considerations for the leaders and communicators of today.

Here are a Few Diversity Quotes that we like from Leaders that we admire.

 

Diversity Quotes

“We are all different, which is great because we are all unique. Without diversity, life would be very boring."

Catherine Pulsifer

 

“An individual has not started living until he can rise above the narrow confines of his individualistic concerns to the broader concerns of all humanity.”

Martin Luther King, Jr.

 

“We need to give each other the space to grow, to be ourselves, to exercise our diversity. We need to give each other space so that we may both give and receive such beautiful things as ideas, openness, dignity, joy, healing, and inclusion.”

Max de Pree

 

“Diversity: the art of thinking independently together.”

Malcolm Forbes

 

“Diversity in the world is a basic characteristic of human society, and also the key condition for a lively and dynamic world as we see today.”

Jintao Hu

 

“A lot of different flowers make a bouquet.”

Muslim Origin

 

“Isn't it amazing that we are all made in God's image, and yet there is so much diversity among his people?”

Desmond Tutu

 

“I can see myself in all things and all people around me.”

Sanskrit Phrase

 

“Diversity is the one true thing we all have in common. Celebrate it every day.”

Author Unknown

 

“When we listen and celebrate what is both common and different, we become wiser, more inclusive, and better as an organization.”

Pat Wadors

 

“Diversity and Inclusion needs to be something that every single employee at the company has a stake in.”

Bo Young Lee

 

“Inclusion is not a matter of political correctness. It is the key to growth.”

Jesse Jackson

 

“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.”

Sundar Pichai

 

“We are building products that people with very diverse backgrounds use, and I think we all want our company makeup to reflect the makeup of the people who use our products.”

Sheryl Sandberg

 

We're Always Here to Lend a Hand

Whether you have questions, are trying to decide between a few learning experiences, or want to know more about how they can be customized into a curated solution, we're here to help.