Organizations like yours have the best intentions for diversity training, but many go about it all wrong. Wrong, because most diversity trainings treat people as if they all have the same level of understanding about differences. That is seldom the case.
People have a wide range of mindsets when it comes to diversity.
“I don’t need to know about diversity. Business is business.”
“You’re either with us or against us. It’s just common sense! How can they not know that already?”
“I don’t see color. I treat others the way I want to be treated. Why can’t we all just get along? It seems like we’re all doing okay together.”
“I want to be more respectful of their ways, but I don’t want to lose my own identity in the process.”
“It seems we aren’t communicating 100%. Let me see how I can change my approach so we can do better together.”
Knowing where your people are on this continuum enables you to offer the right kind of training and other experiences that move them to be more skillful at managing differences.
How do you assess which mindsets your teams are using when they encounter differences? CultureALL’s professional advisors help you by using the Intercultural Development Inventory™ (IDI).
Group data generated through the IDI will show how your teams view diversity and can help predict how well they navigate the opportunities and challenges.
Data for individuals will inspire your people to strive toward higher levels of competence, boosting their interpersonal skills and decision-making abilities.
Checking a box to show you’ve provided training is not enough. Research from the Equal Employment Opportunity Commission indicates that kind of approach is counterproductive and causes damage. You want to do what’s right. Without this insightful data, you’re just guessing.Learn MOre
Your investment in diversity efforts needs to be well spent. There is no one-size-fits-all solution to building a culture of equity and inclusion.
Each individual has their own set of activities to work on as they develop the ability to accept and adapt to differences.
The DENIAL mindset responds well to non-threatening activities with exposure to other cultures. These could include going to festivals, dining in ethnic restaurants, attending a multicultural potluck at the office, or experiencing a CultureALL Ambassador during a Lunch & Learn.
THE POLARIZATION mindset responds well to activities that demonstrate how we are all similar even when we have opposing opinions. Use activities that allow people in your organization to get to know each other better and understand what makes them who they are.
Examine Own Culture
Listen and Observe
Practice Non Judgement
The MINIMIZATION mindset responds well to activities that examine what makes us different, unique, special. Listening to others share their stories and other culture-specific learning will help in understanding the complexity of identity.
Respect Others’ Values & Beliefs
The ACCEPTANCE mindset responds well to topics related to diversity training: microagressions, implicit bias, white privilege, conflict resolution, communication styles, and worldviews.
Make Decisions Using Multiple Viewpoints
Solve Problems and Conflict in Culturally, Ethically, and Personally Appropriate Ways
The ADAPTATION mindset responds well to examining company policies, procedures, and practices from an equity lens.
CultureALL will walk you through the process, identifying and recommending the specific activities that will challenge your team and keep them engaged in their own developmental process.
Because the CultureALL approach is grounded on data, it is far easier to measure the results of your efforts. CultureALL will use IDI data to assess how far your people have increased their capacity to accept and adapt to differences. You deserve to know that your investment in diversity, equity, and inclusion is paying off.
This is your opportunity to address your key challenges and produce a profound, lasting impact. When you’re empowered by data and counseled by CultureALL’s experienced professionals, you’ll make more informed decisions about what’s right for your organization.
This is the right way to approach diversity. In the end, you’ll achieve equity and create a more inclusive environment.Learn MOre