Inclusivity & Community Building Training Series

Fundamentals of Supervision Series is a collection of seven (7) virtual courses designed to educate and inform supervisors on the fundamentals of managing people. Each of the webinars is presented by experts on the topic, helping our attendees apply the latest management best practices into real-life scenarios.

A Diversity, Equity, & Inclusion (DEI) Training Series is a program of training designed to help employees develop the knowledge, skills, and attitudes necessary to create a more inclusive and equitable workplace. The series may cover a variety of topics, including:

What is DEI?
The importance of DEI in the workplace
The different types of diversity
Unconscious bias
Microaggressions and discrimination
Creating an inclusive workplace
Allyship

Step into Creating an Inclusive Community, a dynamic training series built to transform
how you approach your interactions, both professionally and personally. This program
will equip you with essential knowledge, practical skills, and a refreshed perspective,
covering key areas such as:

Part 4: Career Development is designed to help individuals develop the skills and knowledge they need to advance their careers. The training typically covers a wide range of topics, including:

Career planning. How to set career goals and develop a plan to achieve them.
Communication skills. How to communicate effectively in the workplace.
Critical thinking skills. How to think critically and solve problems.
Leadership skills. How to lead and motivate others.
Problem-solving skills. How to identify and solve problems effectively.
Self-management skills. How to manage your time, set priorities, and stay motivated
Teamwork skills. How to work effectively with others, and coach others to work effectively together.

Part 5: Manager HR Policies & Procedures: is designed to help supervisors understand the company’s HR policies and procedures. The session covers a wide range of topics, including:

The company’s HR policies and procedures. What are the company’s policies on hiring, firing, discipline, compensation, benefits, and other HR-related matters?
How to apply the company’s HR policies and procedures. How do the company’s HR policies and procedures apply to specific situations?
How to enforce the company’s HR policies and procedures. How do you ensure that employees are following the company’s HR policies and procedures?
How to resolve HR-related issues. How do you handle HR-related issues, such as employee complaints, performance problems, and disciplinary matters?
How to comply with legal requirements. How do you ensure that the company is complying with all applicable legal requirements?

Part 6: HR legal compliance for supervisors, is designed to help supervisors make decisions that do not violate an employees’ rights. By being aware of HR legal compliance, supervisors can help to protect their company from liability and ensure that employees are treated fairly. This session covers some of the key areas of HR law that supervisors need to be aware of:

Discrimination: Supervisors must not discriminate against employees on the basis of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, genetic information, or other protected categories. This includes making employment decisions, such as hiring, firing, promotion, and discipline, as well as creating a hostile work environment.
Harassment: Supervisors must not harass employees, either physically or verbally. This includes unwelcome conduct that is based on a protected characteristic, such as race, sex, or disability, and that creates an intimidating, hostile, or offensive work environment.
Equal pay: Supervisors must ensure that employees are paid equally for equal work. This means that men and women must be paid the same for doing the same job, and that employees with disabilities must be paid the same as employees without disabilities for doing comparable work.
FMLA: Supervisors must comply with the Family and Medical Leave Act (FMLA), which allows employees to take unpaid leave for certain family and medical reasons for employers with 50 or employees.
ADA: Supervisors must comply with the Americans with Disabilities Act (ADA), which prohibits discrimination against employees with disabilities. This includes providing reasonable accommodation to employees with disabilities so that they can perform their jobs.

Part 7: Engagement & Recognition is designed to help managers and employees understand the importance of employee engagement and recognition, and how to effectively implement these concepts in the workplace. The session covers a wide range of topics, including.

The importance of employee engagement. Why is employee engagement important? What are the benefits of employee engagement?
How to measure employee engagement. How do you know if your employees are engaged? What are some tools and techniques you can use to measure employee engagement?
How to create a culture of recognition. What is recognition? Why is recognition important? How do you create a culture of recognition in your workplace?
How to give effective recognition. What makes recognition effective? How do you give recognition that is meaningful to your employees?
How to recognize employees for different types of accomplishments. How do you recognize employees for their hard work, their contributions to the team, and their overall performance

Inclusivity & Community Building Training Series agenda:

Module 1: Introduction to Inclusivity & Building Community Training

Understand the personal benefits of a welcoming community.
Recognize hidden biases and their impact on workplace interactions.
Identify subtle behaviors that can make others feel excluded and learn how to address them.
Develop actionable strategies to foster a more welcoming and supportive environment.
Understand their role and responsibility in upholding a culture of belonging.

Module 2: Know and Protect the Lines Training

Recognize discriminatory, harassing and retaliatory conduct by understanding the “lines” of the law and company policies.
Address concerns about inappropriate conduct in the workplace proactively and
responsibly by being empowered to address the “lines” being crossed.
Group workshops to practice skills learned and reinforce a safe work
environment.

Module 3: Allyship Training

Define allyship and differentiate it from advocacy or support.
Recognize the impact of privilege and unconscious bias on others.
Identify situations where allyship is needed, including microaggressions and
exclusion.
Practice effective strategies for active allyship, such as speaking up, listening,
and advocating.
Understand the importance of continuous learning and self-reflection in their
allyship journey.
Commit to specific actions to foster a more inclusive and equitable environment.

Module 4: Mentorship Training

Define effective mentorship and its mutual benefits.
Understand core roles and responsibilities for mentors and mentees.
Apply essential communication skills like active listening and constructive
feedback.
Set clear goals and boundaries for mentoring partnerships.
Maintain an engaging and productive mentoring relationship.
Address common challenges in mentorship effectively.

Module 5: Employee Resource Groups Training

Define Employee Resource Groups (ERGs) and understand their purpose
within the organization.
Identify the benefits of ERGs for individual employees, the organization, and
the broader community.
Recognize how to engage with ERGs and find groups relevant to their interests
or identity.