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The wildly popular Diversity 101™ describing the core components of diversity and inclusion in the workplace. Streaming course version.

Our wildly popular Diversity 101™ interactive course takes a fun, creative and interactive approach to describing the core components of diversity and inclusion in the workplace. This powerful, new course features 8 entertaining vignettes that tackle deep diversity, inclusion, equity and respect topics.

Tackling the 'hard to discuss' issues of respect, inclusion and diversity in the workplace, this course will provide your employees with the tools they need to understand and manage their behavior as it relates to others in the workplace. Use the M.E.E.T. model for managing diversity dynamics while emphasizing inclusion and respect.

Valuing coworkers means recognizing their contributions, respecting their ideas, and treating them with dignity. It fosters trust, strengthens teamwork, and creates a more positive and productive workplace where everyone feels respected, engaged, and motivated. This approach reduces conflict, improves morale, and promotes an inclusive culture.

Micro-affirmations are subtle, positive actions that acknowledge, support, and include others, fostering respect, belonging, and psychological safety in the workplace. These small acts, such as acknowledging input or giving credit, make people feel seen, valued, and supported. Over time, they build trust, improve team dynamics, and create a culture of respect and belonging, positively impacting morale, engagement, and performance.

Respecting differences at work means acknowledging, valuing, and honoring the various backgrounds, perspectives, identities, and experiences of coworkers. It involves treating others with fairness and dignity, regardless of race, gender, age, culture, religion, sexual orientation, disability, or any other personal characteristic. When we feel accepted and valued for who we are, we’re more engaged, productive, and committed. A respectful workplace also helps reduce conflict and build a positive culture where everyone can thrive.

Integrity is the practice of being honest, ethical, and consistent in one’s actions, decisions, and interactions with others. It involves adhering to a strong moral code and acting in a way that reflects reliability and trustworthiness, even when faced with challenges or difficult decisions.

Every employee deserves to be treated with dignity and respect, regardless of their background or identity. Anti-discrimination laws (e.g., Title VII of the Civil Rights Act, the ADA, and others) make it illegal to discriminate, and violations can result in legal penalties. Workers who feel valued and included are more motivated and committed to their roles. Inclusive environments foster better teamwork and cooperation by encouraging mutual respect among colleagues. And... discrimination lawsuits can lead to costly settlements, fines, and legal fees. Investigations and legal disputes can disrupt business operations and damage morale.

Allyship in the workplace refers to the active and intentional efforts of individuals, often from a position of privilege or influence, to support, advocate for, and stand alongside underrepresented or marginalized groups.

In simplest terms, effective teamwork is a group of individuals working together in a coordinated and productive manner to achieve common goals. Effective teamwork is the ability of a group to work collaboratively and productively toward a common goal. It involves clear communication, defined roles, mutual respect, and shared responsibility.

Is your business looking for ways to tap into the skills and talents of neurodivergent workers? Organizations of all sizes and in all industries can benefit from supporting neurodiversity and capitalizing on the talents of neurodivergent workers. While no two neurodivergent people are alike, they can bring useful skills and perspectives to the workplace, and help employers look at problems in new ways.

Bias is something we all have, and by itself, it is neither good nor bad. Bias are the attitudes or stereotypes that affect our understanding, actions, perceptions and decisions.

Bias is something we all have, and by itself, it is neither good nor bad. Bias are the attitudes or stereotypes that affect our understanding, actions, perceptions and decisions.

Cultural sensitivity is about being aware of and respectful toward the beliefs, values, practices, and customs of different cultures. In the workplace, it means understanding and appreciating the diversity of cultural backgrounds that colleagues, clients, vendors and customers bring and responding in ways that are respectful and inclusive.

In recent years, the conversation about diversity and inclusion has expanded to encompass not just racial and gender identities but also personal expressions of culture and identity. One significant piece of legislation making waves is The CROWN Act, a landmark law designed to protect individuals from discrimination based on their hair texture and natural hairstyles. The CROWN Act stands for “Create a Respectful and Open World for Natural Hair.” For many, the Crown Act is more than just a legal mandate; it's a vital step toward acknowledging and respecting cultural diversity in the workplace.

Harassment means to trouble, worry or torment someone on a persistent basis. The important phrase here is “on a persistent basis.” Usually, a one-time offense is not considered harassment in the eyes of the law. This means that it's your responsibility to say something if you are offended or if you feel that someone's actions have crossed the line.

Inappropriate touching in the workplace - regardless of gender - is any unwelcome, non-consensual physical contact that violates personal boundaries and creates a hostile work environment. It can range from groping and massaging to holding hands and hugging. Inappropriate touching can be considered sexual harassment when it is severe or pervasive, meaning that it is either very serious or happens frequently. Do you know what to look out for when it comes to potential harassment?

You already know this but... Quid Pro Quo is the most blatant form of workplace sexual harassment. Simply put, it means “this for that.” Quid Pro Quo occurs when employment decisions such as hiring, promotions, salary increases, work assignments or performance evaluations are based on an employee’s willingness to grant or deny sexual favors.

Under federal law, discrimination based on sexual orientation is prohibited. Additionally, many states and local jurisdictions have laws that offer extra protections against harassment and discrimination based on both perceived and actual sexual orientation. In these areas, such behavior can lead coworkers to face legal consequences, including potential hostile environment harassment lawsuits.

Communication is essential when it comes to the workplace. So, addressing miscommunication quickly and respectfully is key to maintaining our workplace relationships. When we have generational differences, it’s easy to have misunderstandings and miscommunication… because we won’t all communicate in the same way. To be inclusive, we must be willing to listen to others and their perspectives and make adjustments with the intention of staying connected… especially as we cross generations.