Course Outcomes
This web-based workplace equity training course will:
- Directly address the effects of systematic racism on society and the workplace.
- Offer opportunities for participants to candidly discuss race, equality, and equity.
- Provide participants with an explanation of institutional racism and its history in the United States.
- Explain the difference between individual experiences and collective group patterns.
- Discuss how generation privilege tips the scale in favor of some groups and as it hinders others.
- Describe how bias and microaggressions affect workplace engagement.
- Explain how such phrases as “I don’t see color” negatively impact race relations at work.
- Explore how empathy can make a difference when building trust and addressing workplace equity.
- Offer frameworks for giving and receiving feedback in uncomfortable situations.
- Suggest a range of possible next steps.
Course Overview
For many organizations, the time is now to have a candid conversation about race and equity in the workplace. Employees are highly aware of what’s happening in the world, as are the members of the management team. To put it plainly, the status quo no longer seems adequate or appropriate. This virtual workshop tackles racial inequity in the workplace and the steps individuals and organizations can take to address it head on.
This series comprises two 90-minute to 2-hour sessions. It is specifically designed for groups that want to explore race and equity in the workplace.
Segment One
At this segment’s conclusion, participants should be able to:
- Define racism, workplace equality, and workplace equity.
- Describe best practices for engaging in productive conversations about race and workplace equity.
- Discuss the value of increasing versus protecting a worldview or perspective.
- Explain privilege and systemic advantage.
- Describe the difference between individual intentions and collective group patterns.
- Give historic and contemporary examples of racial inequity in the United States and their impact on the workplace.
- Explain facts, figures, and statistics related to racial inequity in America.
Segment Modules
- A Timely Conversation: Why This and Why Now
- Productive Dialogues: Guidelines for Discussing Workplace Equity
- Perspectives on Privilege: Systemic Advantage and Disadvantage
- A Short and Incomplete History: Racial Inequity in America
- By the Numbers: The Statistics of Racism
Homework
Watch two videos and read two articles.
Segment Two
At this segment’s conclusion, participants should be able to:
- Explain bias.
- Define microaggressions.
- Describe how bias and microaggressions negatively impact workplace engagement.
- Identify a range of insensitive behaviors.
- Discuss white defensiveness and how it creates a barrier to productive dialogues about race.
- Give feedback in response to examples of workplace inequity.
- Exhibit empathy in response to the displays and effects of racism.
- Respond productively to feedback.
- Act to change underlying beliefs that further racism.
- Choose how they wish to move forward with the information they’ve learned during the course.
Segment Modules
- Homework Review: Reactions, Revelations, Resistance
- Bias and Microaggressions: It Happens Every Day
- Oh No He/She Didn’t: The Unknowing (and Knowing) Insensitive Things People Say and Do
- White Defensiveness: But I’m a Good Person
- Feedback Processing the Productive Way: Nine Productive Responses
- An Antiracist Framework: Challenging Underlying Beliefs
- Next Steps: From Abdication to Allyship to Accomplice
By the conclusion of this workplace equity course, participants should be able to explain how institutional racism, privilege, and bias have shaped the American workplace. Furthermore, they should know what actions they can personally take to move closer to an equitable workplace.
